Back Pay Sample Clauses

Back Pay. The resolution of a grievance shall not include provisions for back pay retroactive further than twenty (20) working days prior to the date the grievance is filed. However, if with the exercise of reasonable diligence the act or omission being grieved was not discovered within 10 working days of its occurrence, and the grievance is subsequently timely filed pursuant to Section 3, then the resolution of the grievance may include provision for back pay for a maximum period of one year from the date the grievance was filed.

Back Pay. Back pay shall be limited to the amount of the wages the employee would have earned from the time the grievance is submitted, less any amount received by the employee as Unemployment Compensation.

Back Pay. When an employee is recalled to a place of work for a specific duty, he shall be paid the greater of:

Back Pay. Whenever the Board shall be required to make back pay adjustments as a result of decisions rendered in the grievance process, the following shall apply: A. Back pay awarded during the life period of this agreement shall be applicable. B. Back pay awarded for the period of one (1) year before ratification of this agreement shall be applicable; however, such claims shall not be honored beyond the expiration of the first year of the current contract period. C. The Board shall not be obligated for back pay outside limits of A and B above.

Back Pay. If an employee is called back to work:

Back Pay. The employer shall not be required to pay back wages for periods prior to the time a written grievance is filed; provided, that in the case of a pay shortage, of which the employee had not been aware before receiving his/her pay, any adjustment made shall be retroactive to the beginning of that pay period providing the employee files his/her grievance within the prescribed times from the date of receipt of such pay.

Back Pay. Back pay, if any, shall be determined by the arbitrator; provided, however, that the arbitrator must take into consideration such factors as unemployment compensation or earnings after suspension or termination by the Board; provided, however, that amount of back pay awarded shall not be reduced by the compensation earned by the grievant from the grievant “normal” second job during the period of time he or she was on suspension or discharge.

Back Pay. An employee shall be eligible for call-back pay when all of the following conditions are met:

Back Pay. Each Hour of Service for back pay, irrespective of mitigation of damages, to which the Employer has agreed or for which the Employee has received an award. The Plan Administrator credits Hours of Service under this Paragraph (ii) to the Employee for the computation period(s) to which the award or the agreement pertains rather than for the computation period in which the award, agreement or payment is made; and

Back Pay. The County is entitled to recover, in a timely manner, funds determined by the County to have previously been paid in error to an employee. The County shall have the right to affect such recovery of funds through a stipulated biweekly paycheck deduction, at a biweekly rate equal to the biweekly rate of the erroneous payment, or at the minimum rate of fifty ($50) dollars per pay period, whichever is greater, unless a lesser rate is agreed to by the County. The specific recovery rate shall be determined through an agreement between the concerned employee and the Human Resources Department upon notification to the concerned employee. The concerned employee shall have fourteen (14) calendar days from receipt of the notification to contact the departmental personnel representative in order to stipulate to a specific recovery rate in accordance with this contact provision. Failure by the concerned employee to make the necessary arrangements within the specified period shall result in the paycheck deduction being automatically effected by the County at a rate the County deems appropriate. The County has the right to recover the full amount of erroneous payments in the event the employee separates from the County service, including the right to make necessary deduction from the employee's terminal leave pay. While the County's authority and the procedural provisions of this article are not subject to review as a grievance, the basis for and the amount of the claimed overpayment is subject to review as a Collective Bargaining Agreement Grievance or a Career Service Grievance.