Common use of Final Pay Clause in Contracts

Final Pay. Regardless of whether the termination is on notice or without notice, the employee’s final pay is payable in the next available pay cycle, unless the employee requests of the employer in writing to receive the final pay on the last day of the employee’s work. G5 DEBT RECOVERY‌ G5.1 Notwithstanding anything contained elsewhere in this agreement or in law the parties agree that the Employer is entitled to make a deduction from the salary (including final pay and holiday pay in the case of a termination) of the Employee for a debt lawfully owed to the University. Deductions may be made, for example, for time lost through sickness or accident not covered by sick leave, unauthorised absence, non-return or damage of University property, default by you, holidays taken in advance, overpayment of salary, outstanding debts or money owed to the University by you. The Employee will be consulted before any deductions are made from pay. The Employer agrees that in an ongoing employment relationship where regular deductions from an employees’ salary is necessary to discharge the debt, the amount deducted will be fair and reasonable, considering the interests of both parties, including whether the proposed amount is affordable for the Employee. G6 EMPLOYMENT RELATIONSHIP PROBLEMS‌ The Employment Relations Act 2000 requires that all individual agreements contain a plain- language explanation of the services and processes available to resolve any employment relationship problems. G6.1 Employment relationship problems include: • a personal grievance (a claim of unjustifiable dismissal, unjustifiable disadvantage, discrimination, sexual or racial harassment, or duress in relation to membership or non- membership of a union or employee organisation) • a dispute (about the interpretation, application or operation of an employment agreement) • any other problem relating to or arising out of the employee’s employment relationship with the University except matters relating to the fixing of new terms and conditions of employment G6.2 If the employee believes there is a problem with his or her employment relationship with the University, the employee should tell the employee’s manager, either personally or through another representative, as soon as possible: • that there is a problem; and • the nature of the problem; and • what action the employee wishes to be taken in relation to the problem.

Final Pay. Regardless of whether the termination is on notice or without notice, the employee’s final pay is payable in the next available pay cycle, unless the employee requests of the employer in writing to receive the final pay on the last day of the employee’s work. G5 DEBT RECOVERY‌ G5.1 H5 DEDUCTIONS‌ H5.1 Notwithstanding anything contained elsewhere in this agreement or in law the parties agree that the Employer is entitled to make a deduction from the salary (including final pay and holiday pay in the case of a termination) of the an Employee for a debt lawfully owed to the University. Deductions may be made, for example, for time lost through sickness or accident not covered by sick leave, unauthorised absence, non-return or damage of University property, default by you, holidays taken in advance, overpayment of salary, outstanding debts or money owed to the University by youthe Employee. The Employee Employees will be consulted before any deductions are made from paymade. The Employer agrees that in an ongoing employment relationship where regular deductions from an employeesEmployees’ salary is necessary to discharge the debt, the amount deducted will be fair and reasonable, considering the interests of both parties, including whether the proposed amount is affordable for the Employee. H5.2 At the written request of any employee, the employer shall deduct union fees from the employee’s pay at a rate advised from time to time by the PSA, or TEU, as appropriate, and shall remit such deductions to the PSA, or TEU, as appropriate, in a manner agreed upon between the employer and the relevant union party. (i) The employer, when requested in writing by a union party, shall within one month of receipt of such request, supply to that union party a list of all employees from whom deductions havebeen made. (i) Such requests shall not be made to the employer at intervals of less than six months. G6 H6 EMPLOYMENT RELATIONSHIP PROBLEMS‌ The Employment Relations Act 2000 requires that all collective and individual agreements contain a plain- plain-language explanation of the services and processes available to resolve any employment relationship problems. The University, TEU and the PSA have agreed on the following procedure. G6.1 H6.1 Employment relationship problems include: • a personal grievance (a claim of unjustifiable dismissal, unjustifiable disadvantage, discrimination, sexual or racial harassment, or duress in relation to membership or non- membership of a union or employee organisation) • a dispute (about the interpretation, application or operation of an employment agreement) • any other problem relating to or arising out of the employee’s employment relationship with the University except matters relating to the fixing of new terms and conditions of employment G6.2 H6.2 If the employee believes there is a problem with his or her employment relationship with the University, the employee should tell the employee’s manager, either personally or through another the union or other representative, as soon as possible: • that there is a problem; and • the nature of the problem; and • what action the employee wishes to be taken in relation to the problem. H6.3 If for any reason the employee feels unable to raise the matter with his or her manager, other suggested contacts are: Xxxx or Director, the Director or other staff member of Human Resources or, the Director Staff Equity.