Audits of Employer Records Sample Clauses

Audits of Employer Records. The Trustees, or their authorized representatives, may require any association, any Employer, the Union, any labor organization or any beneficiary to submit to it any information relevant to the administration of the Trusts. Upon notice in writing from the Trustees, an Employer must permit an accountant of the Trustees to enter upon the premises of such Employer during business hours to examine and copy the following records of the Employer:
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Audits of Employer Records. Audits of employer records are performed in order to insure that proper payments are made to the Fund on behalf of all covered employees. If your company is selected for an audit by the Fund, please be advised that the audit will include all Laborers Local Union jurisdictions in which you are required to make Fund contributions. Under the collective bargaining agreement and Trust Agreement, the employer must provide the auditor with any payroll information and other required data which will assist them in determining that the proper fringe benefit payments were made for all employees whose wages were covered by the collective bargaining agreement. By clearly identifying and/or categorizing your employees by either trade or duties performed and listing their corresponding hours with the areas worked, we can clearly see how work hours are assigned and easily determine what is or is not covered work. Your cooperation and transparent payroll records will enable us to complete the audit as soon as possible and take no more of your time than is absolutely necessary. Our goal is to assist the member and employer by making sure all contributions are submitted correctly. If you are unable to keep your scheduled appointment and must cancel without a timely notification, you may be responsible for any/all audit costs, so please make every attempt to keep you scheduled audit date. Trust Fund Mailing Calendar Discrepancy and Liquidated Damages Statements 10th- 12th of each month Employer Reporting Forms 23rd- 25th of each month Delinquency Notices 22nd- 25th of each month 220 Campus Lan e | F air field, CA 94534 -1498 | 000-000-0000 | 000-000-000 0

Related to Audits of Employer Records

  • Your records You agree to keep adequate records in accordance with Applicable Regulations to demonstrate the nature of orders submitted and the time at which such orders are submitted.

  • 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.

  • How to Update Your Records You agree to promptly update your registration records if your e-mail address or other information changes. You may update your records, such as your e-mail address, by using the Profile page.

  • 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.

  • Payroll Information Payroll checks shall include all required information, a clear designation as to the amount and category, e.g., regular, overtime or holiday pay, of compensation for which payment is being made.

  • Employee Records 31.01 (i) Each employee shall be entitled to receive a record of their sick leave standing and any personal appraisal or disciplinary action that is added to their file.

  • Retention of Accounting Records Financial records, supporting documents, statistical records, and all other records including electronic storage media pertinent to the Project shall be retained for a period of five (5) years after the close out of the grant. If any litigation or audit is initiated, or claim made, before the expiration of the five-year period, the records shall be retained until the litigation, audit, or claim has been resolved.

  • Discipline Records An employee who goes for a period of twenty-four (24) working months without any disciplinary action shall be considered to have a clear record for the purpose of substantiating future disciplinary action or for use in arbitration hearings. At the written request of an employee, any report in his/her personnel file, excluding assessments or observations, that may be considered or construed by the employee to be reprimanding, disciplinary or derogatory will be placed in an envelope and labeled “not relevant for disciplinary purposes” and returned to the personnel file. This would be done only after two consecutive years (24 months) with no disciplinary action. Any record of disciplinary action or derogatory report which has been in the file longer than two years, or any reference in the file to an incident that occurred more than two years ago, may not be used as evidence or testimony against the employee. Cases of disciplinary action which was the result of moral turpitude (gross violation of standards of moral conduct, vileness—an act involving moral turpitude is considered intentionally evil, making the act a crime) or a pattern of allegations of child endangerment that results in disciplinary action by the district are exempted from the two year moratorium.

  • Employment Records Operator is responsible for maintaining the employment records for all School Personnel.

  • Customer Records Customer grants to Cisco and its independent accountants the right to examine Xxxxxxxx's books, records and accounts during Customer's normal business hours to verify compliance with this Agreement. In the event such audit discloses non-compliance with this Agreement, Customer shall promptly pay to Cisco the appropriate license fees, plus the reasonable cost of conducting the audit.

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