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Submitted by Hope on August 29, 2018 - 2:54 PM

1) Having a human being assigned to each employee is pivotal. While automating a modern digital HR service will usurp the need for frequent human to human interaction, it is critical that humans can be reached if absolutely necessary, and that those humans have the capacity (and necessary training) to respond to and do actions on behalf of the employee. 2) An accurate status of ongoing tickets or issues that is visible to employees is needed, and will cut down on the call volumes of public servants with pay issues. Changes to that status should trigger an email or text notification, so that employees don't have to spend time logging in to check every day. 3) Any solution should be created with a safety net back-up plan that can be activated should issues arise. 4) Issues of missing pay should *not* be triaged solely by monetary amount but should take into consideration the ratio of the missing amount to income. For example, $2000 missing off someone's pay who makes $125K *may not be as meaningful* as $500 off a student's pay who makes $30K a year. This is an equity issue that needs to be considered. Thanks for taking the time to read this, and best of luck with creating a new, workable system for us!
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