Desk Audits Sample Clauses
A Desk Audits clause allows one party to review and verify records, documents, or processes remotely, without the need for an on-site visit. Typically, this involves the submission of relevant paperwork or electronic records for examination, enabling the auditing party to assess compliance, accuracy, or performance from their own location. The core function of this clause is to facilitate efficient oversight and verification while minimizing disruption and costs associated with physical audits.
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Desk Audits. The Department may monitor compliance with standard or grant requirements by a desk audit, which includes review of select records and program documentation. Grantee shall make available to the Department any written policies and procedures, juvenile and staff records, juvenile board documentation, and other applicable documents. The review of written documentation and materials may be supplemented by phone interviews with select staff and/or juveniles. Findings will result in a performance rating profile report or a Non-Compliance Citation Report (NCCR). Grantee shall ensure its agents will comply with all requests for information during the course of a desk audit by the Department or its authorized designee.
Desk Audits. The Department or its designee may monitor compliance of financial records by desk audits. Audits may be supplemented by phone interviews with financial staff in the juvenile probation department, county auditor’s office, and county treasurer’s’ office. Findings will result in a performance rating profile report or a Non - Compliance Citation Report (NCCR). Grantee shall ensure its agents comply with all requests for information during the course of the audit.
Desk Audits. Upon request of the employee or his/her Department Head, the Human Resources Department shall, within ninety (90) days if possible, audit the position of the employee to determine if he/she is working out of classification. If the audit determines that the employee has been working in the higher class, the employee shall receive back pay to the date of the beginning of the closest pay period that the position description questionnaire was received by the employee's supervisor. In the event the City reclassifies a position from a lower level classification to a higher level classification, an incumbent occupying such position shall be reclassified without competitive examination provided s/he has performed the duties of the new class for one year and has not received an unsatisfactory evaluation during that period. All other employees shall pass an examination for the higher class and shall serve the normal probationary period. There will be a maximum of one (1) audit in a twelve (12) month period unless the employee is assigned to a different job in which case there may be a second audit in a twelve
Desk Audits. A. Desk Audits are the process by which the Essex County Personnel Officer determines if an employee is being asked to perform duties which are appropriate for the Title and Classification of the position being held by that individual. Section 61 subsection 2., of the New York State Civil Service Law provides, in part, "that no person shall be appointed, promoted or employed under any title not appropriate to the duties to be performed".,
B. Desk Audits may result in one of three possible actions as follows:
1. The work may be found to be appropriate for the position and no action needs to be taken.
2. The work may be out of title and the employee may need to be moved to a different title, which in the competitive class may mean additional testing requirements. The movement of the employee may be in a higher, lower or equal grade level.
3. The Appointing Authority may choose to adjust the work assignments to properly reflect the title which the employee holds.
C. If an employee feels a Desk Audit is appropriate the process to request the same is as follows:
1. Request in writing directly to the Appointing Authority for a Desk Audit, with a copy of such letter to be sent directly to the Personnel Officer
2. Request in writing directly to the Personnel Officer for a Desk Audit, in this case the Personnel Officer will notify the Appointing Authority of such request.
D. A Desk Audit may also occur by request of the Appointing Authority directly to the Personnel Officer.
E. Desk Audits shall be undertaken and completed within six (6) months of when the request is received in writing by the Personnel Officer.
Desk Audits. Upon request of the employee or his or her Department Head, the Human Resources Department shall, within ninety (90) days if possible, audit the position of the employee to determine if he or she is working out of classification. If the audit determines that the employee has been working in the higher class, the employee shall receive back pay to the payroll period closest to the date the position description questionnaire was received by the employee's supervisor. There will be a maximum of one (1) audit in a twenty-four (24) month period unless the employee is assigned to a different job in which case there may be another audit. This Section 14.5 (Desk Audits) is not applicable to salary equity reviews when the assignment fits within the existing classification. Reclassification or reallocation of positions shall not be used as a mechanism, the sole purpose of which is to improperly circumvent the provisions of this MOU, including provisions relating to layoff, transfer, demotion, or promotion. Upon request, the City will provide the Union with a written yearly report of audits affecting Local 1 classification requested and performed.
Desk Audits. Department directors may accept requests for classification review from any classified employee of their department. Such requests will be initiated in writing. The director will review the information and determine if the work assignment is appropriate and if a position study is warranted. Employees who believe their job classification is inappropriate given their current work assignment may submit a request for classification review, in writing, directly to their department director.
Desk Audits. The Supervisor will notify the employee whenever a desk audit results in a finding affecting title, series or grade level. The employee may request Union representation concerning this notification. The results of the Employer's audits of positions will be made available to an employee upon his/her request.
Desk Audits. Employees who have completed their six-month probationary period, may request, in writing, a desk audit. Employees, in collaboration with their supervisor, should review and submit (if applicable) an updated position description at this time. Any edits will be forwarded to the President and Human Resources Department for final approval. The College will, within 30 days of the request, either perform the desk audit or give written reasons as to why the request will not be granted.
Desk Audits. Headquarters and Regional Classifiers may continue to make visits or telephone calls to field position locations to conduct desk audits of the different Service positions. Notice of the visit of the classifier will be posted as far in advance as possible on the bulletin board of the station he or she intends to visit.
Desk Audits. Any represented employee may request a desk audit. Desk audits should be completed in a thorough and timely manner, and there shall be a nine month time limit on completing a desk audit.