Attendance Records, Timesheets, and Payroll Checks Sample Clauses

Attendance Records, Timesheets, and Payroll Checks. The Work Sponsor will be responsible for keeping office records documenting the attendance of the participant(s) on Timesheets provided by Agency, certifying the attendance, and transmitting it to Agency on a bi-weekly basis (Government of Guam pay period endings). The completed timesheets must be received by Agency payroll, no later than 10:00 a.m., Thursday, on pay period ending. The participant(s) is/are not entitled to holiday pay, annual leave, sick leave, or administrative leave; therefore, these must not be indicated on the timesheets. Authorized absences due to illness, or personal reason will be recorded as leave without pay. Any participant(s) released from Work Sponsor’s site for Agency-authorized orientations, workshops, or counseling will be paid for the time spent in these sessions, unless there is indication that the participant(s) did not attend the scheduled session. Release time of this nature must be indicated on the timesheet. The Work Sponsor also agrees to designate a representative, and an alternate representative to be responsible for the collection of the participant's payroll checks from Agency, and for its proper distribution thereof; Agency will only release payroll checks to authorized representatives specified in the Work Sponsor Data Sheet, attached and made a part of this Agreement.
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Related to Attendance Records, Timesheets, and Payroll Checks

  • Attendance Records The Employer shall maintain accurate, daily attendance records. An employee shall have the right to review his/her time and pay records on file with the Employer.

  • Grievance Records All documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.

  • Criminal Records Bureau Checks 16) The Academy shall comply with the requirements of paragraph 4 of the Schedule to the Education (Independent School Standards) (England) Regulations 2003 (as amended) in relation to carrying out enhanced criminal records checks, obtaining enhanced criminal records certificates and making any further checks, as required and appropriate for members of staff, supply staff, individual Governors and the Chair of the Governing Body. Pupils

  • CRIMINAL RECORDS CHECKS The Employer agrees to the treatment of criminal records checks in accordance with the Criminal Records Review Act of BC.

  • Payroll Records 6.34.1 Contractor and any Subcontractor(s) shall comply with the requirements of Labor Code Section 1776. Such compliance includes the obligation to furnish the records specified in Section 1776 directly to the Labor Commissioner in an electronic format, or other format as specified by the Commissioner, in the manner provided by Labor Code Section 1771.4.

  • Certified Payroll Records The records required in Labor Code section 1776 shall be required to be kept and submitted to the City of San Diego, but will not be required to be submitted online with the DIR directly. The Design Professional will need to keep those records for at least three years following the completion of the Agreement. (Labor Code section 1771.4).

  • Criminal Record Checks The Charter School shall adopt criminal record check procedures. The Charter School shall comply with all provisions of O.C.G.A. § 20-2-211.1 relating to fingerprint and criminal record checks for all prospective staff members or any individual that will have substantial contact with students prior to beginning work at the Charter School or having contact with students.

  • Criminal Records Check Section 1. Except as provided by Governor’s executive order or state or federal law as implemented by Agency rule or policy, the Employer will not require a criminal records check on any current employee in his or her current position if the requirement was not in place when the employee was appointed to the position. Agencies will send Agency rules, policies, and subsequent changes to SEIU Headquarters. Upon notification, the Union may exercise its rights pursuant to Article 5 of this agreement as it applies to changes in Agency rule or policy implementing Governor’s executive orders or state or federal laws regarding criminal records check requirements.

  • Personnel Records (A) There shall be only one official personnel file for each employee, which shall be maintained by the employing agency. Information in an employee’s official personnel file may be maintained in electronic as well as paper form.

  • Personnel Record Agencies should reimburse the employee using an employee Expense Reimbursement Document. Then the agency’s Payroll staff should do a one-time override using DBA code 5700 for qualified (non-taxable) expenses and/or DBA code 5800 for non- qualified (taxable) expenses. Using these DBA codes does not create additional pay for the employee, but correctly records these amounts for inclusion on the employee’s W-2. A memo(s) signed by both the agency and the employee, agreeing to the amount of moving expenses to be paid and the portion of which is taxable, shall be placed in the employee’s personnel file.

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