Payroll Data Sample Clauses

Payroll Data. In case of a dispute over wages the Union representative shall, upon request, have the right to a copy of the necessary payroll information relative to employees covered by this Agreement. The Union reserves the right to require, in such disputed instances as it deems necessary, that owed wages of employees be paid through the office of the Union or a notarized statement submitted to the Union of gross amounts paid and deductions made. Either method may be used by the Employer.
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Payroll Data. In the event the Union has evi- fdence which leads it to believe that the Employer has violated provisions of this Agreement relating to rate of pay or the payment of health and welfare or pen­ sion contributions, the Employer agrees upon written I request from the Union to supply the Union with payroll j data regarding the claim. The Union reserves the right / when there has been repeated wage violations to j require that the employees be paid by the Employer j through the office of the Union.
Sample 1Sample 2See All (6)
Payroll Data. REQUIREMENTS New engagements will only be input on the payroll system upon receipt of written notification from the appropriate authorising officer *. The following information must be provided as a minimum before any payment is issued: This information must be provided on the notification forms shown in the appendices and documents requested from individual employees. Employee name Full address Date of Birth National Insurance Number Rate of Pay Standard hours Commencement date Bank details P45 if relevant or P46 Pension - joining or opting out Cost code Email address Where a genuine reason exists for the non-submission of this information (e.g. a P45 is expected, but has not been issued by the previous employer) and a decision to make payment for work actually undertaken is made, this reason must be recorded. Payment must only be made on the condition that the outstanding information is provided within an agreed time scale and the academy’s nominated officer must ensure that the information is provided in accordance with the time scale agreed. If the information is not forthcoming from the employee within the agreed time scale then they should be informed of the outcome, i.e. that future payments will be held. Additional information includes that required under statute. The Academy must ensure that it has in place sound systems, procedures, process and controls to ensure that the correct information is provided for processing and that payment is made to the Council promptly, accurately and correctly authorized ahead of the relevant pay date. * It is for the academy to identify which officers are authorised to approve payments, overtime claims, sessional claim forms, time sheets, travel and subsistence claims and/or payroll adjustments for the area of service. Care should be taken by the academy, HR / Payroll Officers and Council Officers to ensure that signatures on the time sheets and all other documents received are original versions and not photocopies, etc., and any query regarding the authenticity of the signature received should be referred directly to the Authorising Officer.
Sample 1Sample 2
Payroll Data. To initiate AtoB Payroll payments, you must submit, as applicable, User information, wage amounts, employee User tax and other withholding amounts, employee benefits, and all other required information (“Payroll Data”) prior to the Payroll Date cut-off times set forth in your AtoB Account. Each time you submit Payroll Data through your AtoB Account and initiate AtoB Payroll payments, you acknowledge and agree that (a) it is your sole responsibility to review the Payroll Data, (b) the Payroll Data you have submitted is accurate and complete, (c) you will immediately notify us of any incorrect or incomplete information, (d) we are not responsible for any penalties or losses you or your Users incur as a result of any incomplete or inaccurate Payroll Data you submit to us, and you waive any claim against us for such penalties or losses, (e) you may incur additional charges or fees that we or your Users may incur that result from correction of inaccurate or incomplete Payroll Data, and (f) we may refuse to act on Payroll Data or instructions you provide us in our sole discretion.
Sample 1
Payroll Data. In case of a dispute over wages the Union representative shall, upon request, have the right to a copy of the necessary payroll information relative to employees covered by this Agreement. The Union reserves the right to require in such disputed instances as it deems necessary, that owed wages of employees be paid through the office of the Union or a notarized statement submitted to the Union of gross amounts paid and deductions made. Either method may be used by the Employer.
Sample 1
Payroll Data. It is agreed that the Employer shall make available for examination and inspection by the Business Manager or Business Representative of the Union any pertinent payroll information requested by the said Business Manager or Business Representative on any employee covered by this Agreement after any complaint made in writing to the Union. The Employer agrees to certify in writing as correct the material made available to the Business Manager or Business Representative for inspection. No complaint shall be valid unless it is made within thirty (30) days after the alleged violation.
Sample 1
Payroll Data. REQUIREMENTS New engagements will only be input on the payroll system upon receipt of written notification from the appropriate authorising officer *. The following information must be provided as a minimum before any payment is issued. A notification form is available in the appendices and documents requested from individual employees. Employee name Full address Date of Birth National Insurance Number Rate of Pay Standard hours Commencement date Bank details P45 if relevant or P46 Pension - joining or opting out Cost code Email address Additional information includes that required under statute. The Academy must ensure that it has in place sound systems, procedures, process and controls to ensure that the correct information is provided for processing and that payment is made to the Council promptly, accurately and correctly authorized ahead of the relevant pay date. * It is for the academy to identify which officers are authorised to approve payments, overtime claims, sessional claims, travel and subsistence claims and/or payroll adjustments for the area of service.
Sample 1
Payroll Data. Client will timely, accurately and in the manner required under this Agreement provide all data necessary for BBSI to process payroll for the Covered Employees, including but not limited to hours worked, rates of pay, payments owed, and exempt/non-exempt status. Although BBSI may, at Client’s request, consult with Client regarding exempt status requirements, Client is solely responsible for determining the exempt status of Covered Employees. Client shall be solely responsible for the verification of payroll information, including but not limited to verifying that child labor Laws have been complied with, the Covered Employees are eligible to work, and that wages, including minimum wage, overtime wages, prevailing wage rate, piece rate, meal and rest/recovery breaks, commissions, bonuses, other incentive payments, and all other wage entitlements have been correctly calculated and reported. Client agrees that Client alone possesses sufficient information to make such decisions. In order to ensure accurate calculation of fees and proper withholding and reporting of taxes, Client agrees not to pay any wages or salaries directly to Covered Employees without informing BBSI in writing in advance of such payment and obtaining BBSI’s written consent to do so. Client will not withhold or authorize the withholding of a payment of wages absent express permission from a Covered Employee and will not violate any applicable Law pertaining to deductions from wages when instructing BBSI to make deductions. In addition, Client shall be solely liable for liability under the Fair Labor Standards Act or other Law to any Covered Employee or Governmental Authority, regarding Client’s payroll, including without limitation, claims for minimum or overtime wages, prevailing wages, piece rate pay, meal and rest/recovery breaks, commissions, bonuses, other incentive payments, wage theft claims, tax claims, or other wage entitlements, whether or not such payroll has been paid through BBSI, arising out of Client's failure to properly and accurately report hours worked, exempt status, and other required payroll and tax information to BBSI or otherwise or arising from any direct payment by Client to a Covered Employee of any remuneration. Client agrees to immediately (and no later than one (1) Business Day after receipt) forward to BBSI any order or notice of garnishment, involuntary deduction, Internal Revenue Service (IRS) lien or other legal process received by Client affecting wages p...
Sample 1
Payroll Data. Section 1. It is agreed that the Employer shall make available for examination and inspection by the Business Manager or Business Representative of the Union any pertinent payroll information requested by the said Business Manager or Business Representative on any employee covered by this Agreement after any complaint made in writing to the Union. Section 2. The Employer agrees to certify in writing as correct the material made available to the Business Manager or Business Representative for inspection. No complaint shall be valid unless it is made within thirty (30) days after the alleged violation.
Sample 1

Related to Payroll Data

  • Payroll Deductions An employee shall be entitled to have deductions from her salary assigned for the purchase of Canada Savings Bonds.

  • Other Payroll Deductions Upon appropriate written authorization from the employee, the Board shall deduct from the salary of any employee and make appropriate remittance for annuities, credit union, savings bonds, insurance, or any other plans or programs approved by the parties.

  • Payroll Deduction A. Membership dues of OCEA members in this Representation Unit and insurance premiums for such OCEA sponsored insurance programs as may be approved by the Board of Supervisors shall be deducted by the County from the pay warrants of such members. The County shall promptly transmit the dues and insurance premiums so deducted to OCEA. B. OCEA shall notify the County, in writing, as to the amount of dues uniformly required of all members of OCEA and also the amount of insurance premiums required of employees who choose to participate in such programs.

  • Payroll Records 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. The requirements of Labor Code Section 1776 provide in part: 1.1.1. CONTRACTOR and any Subcontractor(s) performing any portion of the work under this Contract shall keep an accurate record, showing the name, address, social security number, work classification, straight time and overtime hours worked each day and week, and the actual per diem wages paid to each journeyman, apprentice, worker, or other employee employed by CONTRACTOR or any Subcontractor(s) in connection with the work. 1.1.2. Each payroll record shall contain or be verified by a written declaration that it is made under penalty of perjury, stating both of the following: (a) The information contained in the payroll record is true and correct. (b) The employer has complied with the requirements of Labor Code Sections 1771, 1811, and 1815 for any work performed by his or her employees in connection with the Contract. 1.1.3. The payroll records shall be certified and shall be available for inspection at the principal office of CONTRACTOR on the basis set forth in Labor Code Section 1776. 1.1.4. CONTRACTOR shall inform COUNTY of the location of the payroll records, including the street address, city and county, and shall, within five working days, provide a notice of any change of location and address of the records. 1.1.5. Pursuant to Labor Code Section 1776, CONTRACTOR and any Subcontractor(s) shall have 10 days in which to provide a certified copy of the payroll records subsequent to receipt of a written notice requesting the records described herein. In the event that CONTRACTOR or any Subcontractor fails to comply within the 10-day period, he or she shall, as a penalty to COUNTY, forfeit $100, or a higher amount as provided by Section 1776, for each calendar day, or portion thereof, for each worker to whom the noncompliance pertains, until strict compliance is effectuated. CONTRACTOR acknowledges that, without limitation as to other remedies of enforcement available to COUNTY, upon the request of the Division of Apprenticeship Standards or the Division of Labor Standards Enforcement of the California Department of Industrial Relations, such penalties shall be withheld from progress payments then due CONTRACTOR. CONTRACTOR is not subject to a penalty assessment pursuant to this section due to the failure of a Subcontractor to comply with this section. CONTRACTOR and any Subcontractor(s) shall comply with the provisions of Labor Code Sections 1771 et seq., and shall pay workers employed on the Contract not less than the general prevailing rates of per diem wages and holiday and overtime wages as determined by the Director of Industrial Relations. CONTRACTOR shall post a copy of these wage rates at the job site for each craft, classification, or type of worker needed in the performance of this Contract, as well as any additional job site notices required by Labor Code Section 1771.4(b). Copies of these rates are on file at the principal office of COUNTY’s representative, or may be obtained from the State Office, Department of Industrial Relations (“DIR”) or from the DIR’s website at xxx.xxx.xx.xxx. If the Contract is federally funded, CONTRACTOR and any Subcontractor(s) shall not pay less than the higher of these rates or the rates determined by the United States Department of Labor.

  • PAYROLL DEDUCTION OF DUES 12.01 The Company shall deduct from the payroll of employees on each pay period, from wages due and payable to all employees coming within the scope of this agreement, an amount as provided by the Union, subject to the conditions described below. 12.02 The amount to be deducted shall be equivalent to the regular dues payment of the Union and may include initiation fees, fines, or special assessments. The amount to be deducted will only be changed during the term of the agreement to conform to a change in the amount of regular dues of the Union in accordance with its constitutional provisions. 12.03 If the wages of an employee payable on the payroll for the last pay period of any month are insufficient to permit the deduction of the full amount of dues, no such deduction shall be made from the wages of such employee by the Company in such month. The Company shall, because the employee did not have sufficient wages payable to him on the designated payroll, carry forward and deduct from any subsequent wages the dues not deducted in an earlier month. 12.04 Only payroll deductions now or hereafter required by law, as well as benefit and pension deductions, shall be made from wages prior to the deduction of dues. 12.05 The amount of dues so deducted from wages accompanied by a statement of deductions from individuals, shall be remitted by the Company to the Union as may be mutually agreed by the Union and the Company, not later than thirty (30) calendar days following the month in which the deductions were made. 12.06 The Union agrees to indemnify and save the Company harmless against any claim or liability arising out of the application of this article. However, in any instances in which an error occurs in the amount of any deduction of dues from an employee’s wages, the Company shall adjust the amount in a subsequent remittance. 12.07 The Union will provide the Company with a percentage or other amount of basic wages to be applied for the purpose of dues deductions.

  • Payroll Nothing in this Agreement shall limit the Company’s right to modify its payroll practices, as it deems necessary.

  • Payroll Errors Any payroll error resulting in insufficient payment for an employee in the bargaining unit shall be corrected, and a supplemental check issued, not later than five (5) working days after the employee provides notice to the payroll department.

  • Payroll Procedures ‌ A. The District will continue a 26-equal pay payroll schedule for employees who work at least a 190 day work calendar with paychecks electronically deposited every other Friday in the employee’s choice of a financial institution beginning on a Friday selected by the District. If a Friday pay date falls on a date the District is closed, the paychecks will be electronically deposited no later than the Friday pay date the District is closed unless such Friday is a banking holiday. In such cases, the paychecks will be electronically deposited no later than the last preceding banking day. The District will continue a 22 equal pay payroll schedule for employees who work less than a 190-day work calendar and they will have their payroll checks electronically deposited every other Friday on a Friday selected by the District as provide above for employees who work at least a 190-day work calendar. The District will work with employees who do not have an account with a financial institution to establish an account(s) with the Credit Union to provide for these electronic deposits. B. The Parties recognize the right of the District to require the electronic deposit of all employees’ paychecks as set forth above; however, the District has not mandated such electronic deposits and will not do so without first giving the Union and each affected employee at least forty-five (45) calendar days advance notice of its intent to implement electronic deposits for all employees. The District will work with employees who do not have an account with a financial institution to establish an account(s) with the Credit Union to provide for these electronic deposits. Until such time the District requires electronic deposits of all employees’ paychecks, those employees who do not have electronic deposit will be paid via US Mail so that they receive their mailed paychecks on or soon after the normal Friday pay date. Those employees who select electronic deposit of their paychecks will maintain that means of receiving their pay and may not revert to any other means of being paid. C. The District will implement a paperless payroll effective January 1, 2011 whereas employees will not receive a paper pay stub, but will be able to access payroll stub and other payroll information including their Federal W-2 Annual Earnings Statement by going to a District website location and, after entering their personal password, be able to view and retrieve their individual payroll information as well as being able to view and make some payroll information changes on-line such as the employee’s Federal W-4 Form. Employees who are in need of computer training to be able to access this information will be offered this training at a mutually agreed time during or after their regular working hours. D. The Union is invited to appoint two (2) representatives to provide input on topics that will be addressed by the District’s ad hoc Payroll Advisory Committee. One topic of the ad hoc Payroll Advisory Committee will be to make an annual recommendation to the Chief Operating Officer of the first Friday paycheck date of each school year for employees who are less than 12 month employees. Another topic to be addressed by this ad hoc Committee will be to recommend to the District the best means of communicating in advance with all employee groups the payroll schedules for the ensuing school year. To that end, such Union representatives will be provided a TDE at District expense to attend meetings of this Committee when such meetings are scheduled during regular duty hours.

  • Programs to Keep You Healthy Many health problems can be prevented by making positive changes to your lifestyle, including exercising regularly, eating a healthy diet, and not smoking. As a member, you can take advantage of our wellness programs at no additional cost. We offer wellness programs to our members from time to time. These programs include, but are not limited to: • online and in-person educational programs; • health assessments; • coaching; • biometric screenings, such as cholesterol or body mass index; • discounts We may provide incentives for you to participate in these programs. These incentives may include credits toward premium, and a reduction or waiver of deductible and/or copayments for certain covered healthcare services, as permitted by applicable state and federal law. For the subscriber of the plan, wellness incentives may also include rewards, which may take the form of cash or cash equivalents such as gift cards, discounts, and others. These rewards may be taxable income. Additional information is available on our website. Your participation in a wellness program may make your employer eligible for a group wellness incentive award. Your participation in our wellness programs is voluntary. We reserve the right to end wellness programs at any time. From time to time, we may offer you coupons, discounts, or other incentives as part of our member incentives program. These coupons, discounts and incentives are not benefits and do not change or affect your benefits under this plan. You must be a member to be eligible for member incentives. Restrictions may apply to these incentives, and we reserve the right to change or stop providing member incentives at any time. Care coordination gives you access to dedicated BCBSRI healthcare professionals, including nurses, dietitians, behavioral health providers, and community resources specialists. These care coordinators can help you set and meet your health goals. You can receive support for many health issues, including, but not limited to: • making the most of your physician’s visits; • navigating through the healthcare system; • managing medications or addressing side effects; • better understanding new or pre-existing medical conditions; • completing preventive screenings; • losing weight. Care Coordination is a personalized service that is part of your existing healthcare coverage and is available at no additional cost to you. For more information, please call (000) 000-XXXX (2273) or visit our website. If you have a chronic condition such as asthma, coronary heart disease, diabetes, congestive heart failure, and/or chronic obstructive pulmonary disease, we’re here to help. Our tools and information can help you manage your condition and improve your health. You may also be eligible to receive help through our care coordination program. This voluntary program is available at no additional cost you. To learn more about disease management, please call (000) 000-0000 or 0-000-000-0000. Our entire contract with you consists of this agreement and our contract with your employer. Your ID card will identify you as a member when you receive the healthcare services covered under this agreement. By presenting your ID card to receive covered healthcare services, you are agreeing to abide by the rules and obligations of this agreement. Your eligibility for benefits is determined under the provisions of this agreement. Your right to appeal and take action is described in Appeals in Section 5. This agreement describes the benefits, exclusions, conditions and limitations provided under your plan. It shall be construed under and shall be governed by the applicable laws and regulations of the State of Rhode Island and federal law as amended from time to time. It replaces any agreement previously issued to you. If this agreement changes, an amendment or new agreement will be provided.

  • Payroll Deduction Schedule The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee on the aforesaid list during the remainder of the membership year in question. The deductions will begin with the first paycheck paid: