In a nutshell, the payroll administrator (me) should never have the ability to determine the number of hours that an employee is to be paid, which means that the payroll administrator should not be closing records from timesheets and calculating hours. It's kind of like giving me the ability to sign checks; it's just not appropriate GAAP procedure. There needs to be a better paper trail and my only responsibility should be in entering the hours into Quickbooks. So, regardless of the rest of the process for terminating an employee, the only role of the payroll administrator should be to receive a printed timesheet that already clearly states the number of hours the employee is to be paid for, calculated by the person's supervisor or by HR. It
