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U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF INSPECTOR GENERAL
Spending Taxpayer Dollars
Improvements Needed to
Ensure EPA Terminates
Exceptions to Biweekly Pay
Limits at Completion of
Emergency Response Work
Report No. 15-P-0170
June 19, 2015

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Report Contributors:	Leah Nikaidoh
Angela Bennett
Darren Schorer
Lei a Wong
Abbreviations
AL
Administrative Law
CFR
Code of Federal Regulations
DFAS
Defense Finance and Accounting Service
EPA
U.S. Environmental Protection Agency
EX
Executive Schedule
GS
General Schedule
IG
Inspector General
OARM
Office of Administration and Resources Management
OCFO
Office of the Chief Financial Officer
OHR
Office of Human Resources
OIG
Office of Inspector General
SES
Senior Executive Service
Are you aware of fraud, waste or abuse in an
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Washington, DC 20460
(888) 546-8740
(202) 566-2599 (fax)
OIG Hotline@epa.gov
More information at www.epa.gov/oiq/hotline.html.
EPA Office of Inspector General
1200 Pennsylvania Avenue, NW (241OT)
Washington, DC 20460
(202) 566-2391
www.epa.gov/oig
Subscribe to our Email Updates
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U.S. Environmental Protection Agency
Office of Inspector General
At a Glance
15-P-0170
June 19,2015
Why We Did This Review
On August 27, 2013, a member
of the Senate Committee on
Environment and Public Works
requested that the
U.S. Environmental Protection
Agency (EPA), Office of
Inspector General (OIG),
initiate work in connection with
a fraud committed by John C.
Beale, a former Senior Policy
Advisor with the EPA's Office of
Air and Radiation. In particular,
the committee member asked
the OIG to determine EPA
policies and processes that
"facilitated" Beale's fraud. One
of the factors that facilitated
Beale's fraud was that the
agency overrode automated
controls used to cap pay at
statutory limits. As a result, we
initiated an audit of the EPA's
(including OIG's) controls over
statutory pay limits.
This report addresses the
following EPA goal or
cross-agency strategy:
• Embracing EPA as a high-
performing organization.
Send all inquiries to our public
affairs office at (202) 566-2391
or visit www.epa.gov/oiq.
The full report is at:
www.epa.aov/oia/reports/2015/
20150619-15-P-0170.pdf
Improvements Needed to Ensure EPA
Terminates Exceptions to Biweekly Pay Limits
at Completion of Emergency Response Work
What We Found
EPA made payments
totaling $4,141 to
employees in excess of
biweekly pay limits
because authorized
exceptions were not
terminated at the end of
emergency response work.
Annual basic and aggregate pay received by EPA
and OIG employees (including the Inspector
General) were within the applicable pay limits for
the periods sampled. However, we identified four
EPA employees who exceeded the biweekly pay
limit without proper authorization. The agency
authorized an exception to the biweekly pay limit
for emergency response work for each employee.
However, the EPA did not terminate the
authorizations at the end of the emergency response work, due to inadequate
controls. This caused the employees to periodically receive unauthorized pay in
excess of their biweekly pay limits. As a result, the EPA paid the employees
$4,141 for overtime and unused compensatory time in excess of their biweekly
pay limits.
Recommendations and Planned Agency Corrective Actions
We recommend that the Deputy Administrator establish internal controls to
ensure exceptions to the biweekly pay limits will be automatically terminated
once the emergency response work has ended; recover the $4,141 paid to EPA
employees in excess of the biweekly pay limit; and identify and recover any
additional funds paid to employees in excess of the biweekly limit as a result of
the recent establishment of end dates for all open emergency response work.
The agency concurred with our recommendations and provided corrective
actions with milestone dates.
Noteworthy Achievements
The agency identified corrective measures taken and planned regarding statutory
pay. These corrective measures included generating and reviewing reports
detailing gross pay and total pay to ensure compliance with statutory pay limits,
and removing the critical designation for all 22 positions designated as such in
the EPA payroll system.

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UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
WASHINGTON, D.C.20460
THE INSPECTOR GENERAL
June 19,2015
MEMORANDUM
SUBJECT: Improvements Needed to Ensure EPA Terminates Exceptions to
Biweekly Pay Limits at Completion of Emergency Response Work
Report No. 15-P-0170
FROM: Arthur A. Elkins Jr.
TO:
A. Stanley Meiburg
Acting Deputy Administrator
This is our report on the subject audit conducted by the Office of Inspector General (OIG) of the
U.S. Environmental Protection Agency (EPA). This report contains findings that describe the problems
the OIG has identified and corrective actions the OIG recommends. This report represents the opinion of
the OIG and does not necessarily represent the final EPA position. Final determinations on matters in
this report will be made by EPA managers in accordance with established audit resolution procedures.
Action Required
In response to our discussion document, the agency provided an intended corrective actions plan that
addresses the recommendations and establishes planned completion dates. Therefore, a response to the
final report is not required. The agency should track unimplemented corrective actions in the
Management Audit Tracking System.
This report will be available at http://www.epa.gov/oig.

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Improvements Needed to Ensure EPA Terminates
Exceptions to Biweekly Pay Limits at
Completion of Emergency Response Work
15-P-0170
Table of C
Purpose		1
Background		1
Statutory Pay Limits		1
Statutory Pay Exceptions		3
Responsible Offices		3
Noteworthy Achievements		3
Scope and Methodology		4
Results of Review		5
Overtime Paid in Excess of Biweekly Pay Limits		5
Compensatory Time Paid In Excess of Biweekly Limit		7
Agency Actions		7
Recommendations		7
Agency Comments and OIG Evaluation		8
Status of Recommendations and Potential Monetary Benefits		9
Appendices
A Agency's Comments on Discussion Document	 10
B Distribution 	 12

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Purpose
On August 27, 2013, a member of the Senate Committee on Environment and
Public Works requested that the U.S. Environmental Protection Agency (EPA),
Office of Inspector General (OIG), initiate work in connection with fraud
committed by John C. Beale, a former Senior Policy Advisor with the EPA's
Office of Air and Radiation. We conducted this audit to determine whether pay
received by EPA employees is within the statutory pay limits.
Background
On September 27, 2013, Beale pleaded guilty to a federal charge stemming from a
long-running scheme in which he defrauded the government in salary payments
and other costs. In 2013, the EPA OIG issued an Early Warning Report: Internal
Controls and Management Actions Concerning John C. Beale Pay Issues, dated
December 11, 2013. The OIG report disclosed that one of the factors that
facilitated Beale's fraud was that the agency overrode automated controls used to
cap pay at statutory limits. As a result, we initiated this audit of the EPA's
(including the OIG's) controls over statutory pay limits.
Statutory Pay Limits
Statutory pay limits have been established for the following pay categories that
were included in our review:
•	General Schedule (GS)
•	Senior Executive Service (SES)
•	Executive Schedule (EX)
•	Administrative Law (AL)
•	Inspector General (IG)
Sections of Title 5 of the U.S. Code establish the pay limits for GS, SES, EX and
AL employees, while the IG Act establishes the pay limits for the IG. Specifically:
•	GS: The annual basic pay limit for GS employees includes base salary and
locality adjustment. The aggregate pay limit includes all the items in the
annual basic pay limit plus cash awards and retention bonuses.
•	SES: The annual basic pay for SES employees is limited to the rate for
Level II of the Executive Schedule and does not include locality
adjustments or premium pay. The aggregate SES pay limit does include
awards and retention bonuses.
•	EX: The Executive Schedule is the basic pay schedule for high-level
positions including the Administrator and Assistant Administrators.
•	AL and IG: The annual basic pay and aggregate pay limits for AL
employees and the IG are the same because these pay categories are not
eligible for awards and bonuses.
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Table 1 lists the annual basic and aggregate pay limits for 2012 to 2014. With the
exception of GS employees, the amounts for each category represent limits
published by the Office of Personal Management. The annual basic pay limit for
GS employees varies based on locality and the number of pay periods in a year.
However, the annual basic GS pay rate, with locality, is limited to an annual
maximum of Level IV of the EX schedule.
Table 1: Annual basic and aggregate pay limits for 2012 to 2014
Pay category
Annual Basic pay limit
Aggregate pay limit

2012 and 2013
2014
2012 and 2013
2014
GS
Varies
Varies
$199,700
$201,700
SES
$179,700
$181,500
$230,700
$233,000
EX:




Level I
$199,700
$201,700
$199,700
$201,700
Level II
$179,700
$181,500
$179,700
$181,500
Level III
$165,300
$167,000
$165,300
$167,000
Level IV
$155,500
$157,100
$155,500
$157,100
Level V
$145,700
$147,200
$145,700
$147,200
AL
$165,300
$167,000
$165,300
$167,000
IG
$170,259
$172,010
$170,259
$172,010
Source: OIG-generated table.
In addition to an annual basic pay limit, GS employees are subject to a biweekly
limit. The biweekly and annual basic pay limits for GS employees are calculated
using the GS-15, Step 10, pay for each locality. The annual and biweekly pay
limits will vary based on locality. The annual pay limits will also vary based on
the number of pay periods in the year. For example, the GS pay limits for 2012
and 2013 were calculated based on 2,087 hours per year and 27 pay periods. The
pay limits for 2014 were calculated based on 26 pay periods. Table 2 shows an
example calculation for the 2014 biweekly and annual pay limits for the
Washington, D.C., and Dayton, Ohio, localities. The calculations demonstrate the
variability in the GS biweekly and annual pay limits by locality.
Table 2: Examples of 2014 biweekly and annual basic pay limits for
Washington, D.C., and Dayton, Ohio, localities
Description
Washington, D.C.
Dayton, Ohio
Annual salary for GS-15, Step 10, from Office of
Personnel Management pay tables (including locality pay)
$157,100
$152,054
Divided by number of hours per year
2,087
2,087
Hourly rate
$75.28
$72.86



Hourly rate multiplied by hours per pay period
80
80
Equal biweekly basic pay limit1
$6,022.40
$5,828.80



Multiplied by the number of pay periods in 2014
26
26
Equal annual basic pay limit
$156,582.40
$151,548.80
Source: OIG-generated table.
1 In accordance with the Code of Federal Regulations (CFR) at 5 CFR § 550.105(d), the hourly rates are computed
by dividing the annual salary published by the Office of Personnel Management by 2,087 hours and rounding to the
nearest cent. The biweekly rate is then computed by multiplying the rounded hourly rate by 80 hours.
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Statutory Pay Exceptions
The biweekly basic pay limit for GS employees does not apply to an employee
who is paid premium pay while conducting work that is designated as emergency
or mission-critical. Federal regulations at 5 U.S.C. § 5547(a) allows premium pay
to the extent that the sum of basic pay and premium pay for the pay period does
not exceed the greater of the maximum rate of basic pay payable for a GS-15
(including locality pay) or the rate payable for Level V of the Executive Schedule.
While the biweekly pay limit may be lifted, the annual basic pay limit remains in
effect. If the employee's pay is projected to exceed the annual basic pay limit,
premium pay during the remainder of the year should be reduced so that the
annual basic pay limit will not be exceeded.
Responsible Offices
EPA's Office of Human Resources (OHR), within the Office of Administration
and Resources Management (OARM), is responsible for providing policies and
guidance on employment, pay and leave administration, and employee conduct.
OHR also maintains data on employment and pay status. In addition, OARM's
Human Resources Shared Services Centers are responsible for:
•	Providing human resources services to EPA customers.
•	Processing biweekly pay limit waiver requests submitted by the program
or regional office.
•	Reviewing quarterly reports to ensure employees have not exceeded their
pay limits.
EPA's Office of Financial Services, within the Office of the Chief Financial Officer
(OCFO), is responsible for processing biweekly pay limit waiver transactions in the
EPA's payroll system based on information provided by the Shared Services
Centers. In addition, the Office of Financial Services prepares the quarterly payroll
reports reviewed by Shared Services Centers to monitor pay limits.
Noteworthy Achievements
In response to our December 2013 early warning report on Beale, the agency
identified corrective measures taken and planned regarding statutory pay.2 These
corrective measures included:
•	Generating and reviewing reports detailing gross pay and total pay to
ensure compliance with statutory pay limits.
•	Removing the critical designation for all 22 positions designated as critical
in the EPA payroll system.
2 Report of Evaluation and Corrective Actions, dated December 5, 2013, issued by former Deputy Administrator
Bob Perciasepe to the OIG.
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The OIG has not audited the above corrective measures reported by the agency;
therefore, we are unable to provide, and we do not provide, any conclusions or
opinions regarding the effectiveness of these corrective measures.
Scope and Methodology
We conducted this audit from October 31, 2013, to March 27, 2015, in
accordance with generally accepted government auditing standards issued by the
Comptroller General of the United States. Those standards require that we plan
and perform the audit to obtain sufficient, appropriate evidence to provide a
reasonable basis for our findings and conclusions based on our audit objective.
We believe that the evidence obtained provides a reasonable basis for our findings
and conclusions based on our audit objective.
To determine compliance with statutory pay limits, we identified and reviewed
applicable personnel regulations and EPA policy related to statutory pay
requirements. We also met with EPA officials to discuss the process for
monitoring statutory pay limits.
We tested annual basic and aggregate pay limits for calendar years 2012 and 2013.
To evaluate compliance with the pay limits, we performed the following steps:
•	Met with EPA's OHR and OCFO to discuss internal controls.
•	Obtained Defense Finance and Accounting Service (DFAS)3 reports from
EPA's OCFO for all employees who received pay in excess of $155,500
in 2012 and 2013 (998 employees in 2012 and 266 employees in 2013).
The $155,500 rate is the maximum annual basic GS pay rate and is the
lowest statutory annual limit for all pay categories being tested. As
discussed in the background, GS pay limits actually vary based on locality
and the number of pay periods in the year. We tested annual pay limits
based on the statutory limit. DFAS processed the EPA's payroll during
2012 and 2013.
•	Reviewed payroll cost details in the agency's accounting system—
Compass Data Warehouse—and EPA personnel records to determine
justifications of employees with pay that exceeded either the annual basic
or aggregate pay limit.
•	Followed up with the EPA for further explanations and supporting
documentation for employees (other than Beale) with exceedances.
We tested the biweekly pay limits for 15,184 GS employees for the pay period
ended April 5, 2014. To evaluate compliance with the biweekly pay limits, we
performed the following steps:
3 DFAS was the EPA's payroll provider for the period of our review. In 2014, the EPA changed payroll providers to
the Interior Business Center, which is a division of the U.S. Department of the Interior
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•	Obtained payroll data from the Compass Data Warehouse for the biweekly
pay period and identified GS employees and their locality.
•	Determined whether the employees exceeded the biweekly limit for the
locality and reviewed Compass Data Warehouse data for explanations.
•	Followed up with the EPA on exceptions and reviewed supporting
documentation provided.
Results of Review
Annual basic and aggregate pay received by EPA and OIG employees (including
the IG) were within the applicable pay limits for the periods sampled. However, we
identified four EPA GS employees who exceeded the biweekly pay limit without
proper authorization. This occurred because the EPA did not have adequate
controls. Employees' authorized exceptions to the biweekly pay limits were not
terminated at the end of emergency response work. As a result, the EPA paid the
employees $4,141 for overtime and unused compensatory time in excess of their
biweekly pay limits, as summarized in Table 3.
Table 3: Pay in excess of biweekly limit
Pay Type
Excess Paid Amount
Overtime pay
$3,906
Compensatory time
235
Total
$4,141
Source: OIG-generated table.
EPA's Pay Administration Manual, Chapter 15, Section 6, states that the
biweekly pay cap may be lifted for those emergencies deemed to be a natural or
non-natural disaster involving direct threats to life or property. The EPA has
delegated the authority to declare disaster emergencies to various management
officials in the region and at headquarters. This delegation allows OHR to take the
appropriate actions to authorize an exception to the biweekly limit and to
terminate the exception once the emergency response work ends. OHR is
responsible for sending to the Office of Financial Services the authorization for
exception and for termination of the exception. The Office of Financial Services
is responsible for input into the EPA's payroll system.
Overtime Paid in Excess of Biweekly Pay Limits
We identified three employees who exceeded the biweekly pay limit due to
overtime pay received in connection with emergency response work. In each
instance, the employee had been authorized exceptions to the biweekly pay limit.
However, the EPA did not terminate the exceptions at the end of the emergency
response work. This caused the employees to periodically receive unauthorized
pay in excess of their biweekly pay limits.
For each of the employees, we reviewed all pay periods from the emergency
response work end date to the pay period ended April 5, 2014, the end of our
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sample review period. We reviewed each pay period to determine whether the
employee exceeded the biweekly pay limit and to compute the amount of the
exceedance. As shown in Table 4, the employees received $3,906 for pay in excess
of the biweekly pay limit for periods after the emergency response work ended.
Table 4: Premium pay in excess of biweekly limit
Employee
Emergency
end date
Pay period -
excess pay received
Amount of
excess pay
Employee 1
12/29/2012




03/23/2014-04/05/2014
$420

Employee 2
06/17/114




08/26/2012-09/08/2012
1,139


09/09/2012-09/22/2012
963


03/23/2014-04/05/2014
618

Employee 3
January 20135




03/09/2014-03/22/2014
498


03/23/2014-04/05/2014
268

Total $3,906
Source: OIG-generated table.
In all three instances, the EPA did not ensure that a termination date for the
exception had been entered into the payroll system. OCFO said that for the period
reviewed, the EPA relied on DFAS to monitor pay limits. DFAS sets the limits, and
as an employee approaches the limit, the system automatically reduces the
biweekly amount to make sure the employee does not exceed any limits. However,
if there is a valid reason to allow the employee to exceed the limit, as in these three
instances, the waiver of the biweekly limit needs to be manually approved. If the
waiver is approved, DFAS will not automatically reduce the biweekly pay until the
pay limit is reinstated.
As shown, in Table 4, the employees continued to receive excess pay for a period
of months and in some instances years after the emergency responses ended.
Although the three employee's exceeded the biweekly pay limits, their pay
remained within the annual limits.
It should also be noted that Employee 3 was assigned to another emergency
response at the end of the initial response. The employee continued to receive
excess pay authorized for the initial response while working on the subsequent
response. Because the employee was not authorized an exception for the
subsequent response, the employee's pay exceeded the biweekly pay limit as
shown in Table 4. The EPA did not include the employee in the authorized
exception for the subsequent response because the agency did not anticipate that
the employee's basic pay and premium pay would exceed the pay limit.
4	Estimated date from the request for exception to the biweekly pay limit provided by EPA—no authorization for
termination submitted.
5	OIG-estimated date based on limited documentation provided by the agency.
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Compensatory Time Paid in Excess of Biweekly Limit
For the pay period ended April 5, 2014, one employee received payment for
unused compensatory time that resulted in the employee exceeding the biweekly
pay limit. Similar to the three employees with overtime pay, the employee had
been authorized an exception to the biweekly pay limit for emergency response
work. Again, the EPA did not terminate the exception at the end of the emergency
response work. As a result, the EPA paid the employee $235 for compensatory
time that otherwise would not be paid due to the biweekly limit.
Title 5 U.S.C. § 5547(b)(1) references exemptions to the premium pay limit for
work in connection with an emergency. However, the EPA's Pay Administration
Manual does not include payment of unused compensatory time as overtime pay
that may exceed the biweekly pay limit.
Agency Actions
On January 29, 2015, the OIG met with agency officials to discuss its preliminary
findings regarding the exceedances of the biweekly pay limits. Since that meeting,
the EPA has taken steps to improve controls over the authorization for exceptions
to biweekly pay limits and the timely termination of the exceptions. The agency's
payroll system now requires a termination (or end) date when the pay limit
exception is processed. The agency has stated that all open emergency response
work now have end dates. We have not been able to confirm that these agency
actions have been completed. It is also our understanding that the agency is:
•	Beginning debt collection for the employees who exceeded the pay limit.
•	Looking into amending the authorization for exception for the subsequent
emergency response to include Employee 3.
•	Reviewing the potential overpayment related to the payment of unused
compensatory time.
Recommendations
We recommend that the Deputy Administrator:
1.	Establish internal controls to ensure that exceptions to the biweekly pay
limits will be automatically terminated once the emergency response work
has ended.
2.	Recover the $4,141 paid to EPA employees in excess of the biweekly pay
limit.
3.	Identify and recover any additional funds paid to employees in excess of the
biweekly limit, as a result of the recent establishment of end dates for all
open emergency response work where the agency authorized exceptions.
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Agency Comments and OIG Evaluation
A discussion document was provided to the agency for comment on March 27,
2015. The agency provided its response on April 16, 2015, and we held a final
exit conference on April 23, 2015.
The agency concurred with our recommendations and provided corrective actions
with milestone dates. In response to Recommendation 1, the agency stated that it
now includes an end date for employees authorized to exceed the biweekly pay
limit because of emergency response work. The recommendation remains open
pending additional information from the agency regarding implementation of the
new process.
The agency also said OHR will work with OCFO to make recoveries of the excess
payments identified in the report, as appropriate. In addition, the agency said
OARM will coordinate with OCFO to identify and recover any additional funds
paid to employees in excess of the biweekly limit.
The agency's full response to our discussion document is in Appendix A of this
report.
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Status of Recommendations and
Potential Monetary Benefits
RECOMMENDATIONS
POTENTIAL MONETARY
BENEFITS (In $000s)
Rec.
No.
No.
Subject
Status1
Action Official
Planned
Completion
Date
Claimed
Amount
Ag reed-To
Amount
7 Establish internal controls to ensure that
exceptions to the biweekly pay limits will be
automatically terminated once the emergency
response work has ended.
7 Recoverthe $4,141 paid to EPA employees in
excess of the biweekly pay limit.
7 Identify and recover any additional funds paid to
employees in excess of the biweekly limit, as a
result of the recent establishment of end dates for
all open emergency response work where the
agency authorized exceptions.
Deputy Administrator
Deputy Administrator 9/30/15
Deputy Administrator 12/31/15
1 0 = Recommendation is open with agreed-to corrective actions pending.
C = Recommendation is closed with all agreed-to actions completed.
U = Recommendation is unresolved with resolution efforts in progress.
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Appendix A
Agency's Comments on Discussion Document
MEMORANDUM
SUBJECT: EPA Comments on Discussion Draft, "Improvements Needed to Ensure EPA
Terminates Exceptions to Biweekly Pay Limits at Completion of Emergency
Response Work, " dated March 27, 2015
FROM: Stefan Silzer, Director /signed/
Office of Financial Management
TO:	Robert Adachi, Director
Forensic Audits
Office of Audits
Thank you for the opportunity to review the subject Discussion Draft. Below is a summary of the
agency's comments regarding the factual accuracy of the information, conclusions, and
recommendations contained therein.
AGENCY'S COMMENTS ON DISCUSSION DRAFT LANGUAGE
We concur with the content of the document. The findings and recommendations in this
document result from a period prior to implementation of a new HR Line of Business with the
Department of the Interior. The new system has been established with the internal controls
recommended as part of this document.
AGENCY'S RESPONSE TO RECOMMENDATIONS
The agency concurs with the three Discussion Draft recommendations.
Agreements
No.
Recommendation
High-Level Intended
Corrective Action(s)
Estimated Completion
by Quarter and FY
1
Establish internal controls
to ensure that exceptions to
the biweekly pay limits
will be automatically
terminated once the
emergency response has
ended.
In June 2014, with the
implementation of the HR
Line of Business, OCFO
implemented new internal
controls. Exceptions are now
coded with an end date to
terminate the employee's
June 9, 2014
Completed
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ability to exceed the biweekly
pay cap. EPA employees
authorized to exceed pay caps
have end dates associated with
the authorization in
PeoplePlus. With the new
internal control, the system
does not allow an employee to
be authorized to exceed pay
cap without an end date.

2
Recover the $4,141 paid to
EPA employees in excess
of the biweekly pay limit.
Recovering excess payments
will require independent
assessments of each of the
identified cases to determine
cause and appropriate actions.
As appropriate, the Office of
Human Resources will work
with the Office of the Chief
Financial Officer to collect
funds.
September 30, 2015
3
Identify and recover any
additional funds paid to
employees in excess of the
biweekly limit as a result
of the recent establishment
of end dates for all open
emergency responses with
exceptions.
The Office of Administration
and Resources Management
will coordinate, as needed,
with the Office of the Chief
Financial Officer if any
additional recoveries are
required.
December 31, 2015
cc: David Bloom
Donna Vizian
Kevin Minoli
John Reeder
Jeanne Conklin
John Showman
Meshell Jones-Peeler
Richard Gray
Leo Gueriguian
Brandon McDowell
Janice Kern
Lorna Washington
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Appendix B
Distribution
Office of the Administrator
Deputy Administrator
Chief of Staff
Assistant Administrator for Administration and Resources Management
Chief Financial Officer
Agency Follow-Up Coordinator
General Counsel
Associate Administrator for Congressional and Intergovernmental Relations
Associate Administrator for Public Affairs
Principal Deputy Assistant Administrator for Administration and Resources Management
Deputy Chief Financial Officer
Director, Office of Financial Management, Office of the Chief Financial Officer
Director, Office of Human Resources, Office of Administration and Resources Management
Director, Office of Policy and Resource Management, Office of Administration and Resources
Management
Deputy Director, Office of Policy and Resource Management, Office of Administration and
Resources Management
Audit Follow-Up Coordinator, Office of Administration and Resources Management
Audit Follow-Up Coordinator, Office of the Chief Financial Officer
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