Common use of Payroll Errors Clause in Contracts

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll Clerk. Under payments will be processed as soon as practicable. In the event of an overpayment, the Auditor's Office will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll Clerk. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable repayment schedule. Generally, overpayment shall be recaptured at least at the rate at which the overpayment occurred. Overpayment shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages, except that the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implemented, the City will retain the right to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental supervisor. The Fire Chief or Deputy Chief shall notify the department Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll ClerkDeputy Chief. Under payments will be processed as soon as practicable. In the event of an overpayment, the Auditor's Office will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll ClerkDeputy Fire Chief. The affected employee em- ployee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered con- sidered in determining a reasonable accommodation for repayment of wages include, but are not limited lim- ited to, the length of time the overpayment has occurred, the amount of the overpayment, the employeeem- ployee’s normal salary, and other financial obligations of the employee. The City and the Union Association agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that that (1) the employee does not respond within ten (10) 10 working days of being notified of the overpayment, or or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) 10 working days of the employee em- ployee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable repayment schedule. Generally, overpayment shall be recaptured at least at the rate at which the overpayment occurred. Overpayment shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages, except that the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implemented, the City will retain the right to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll Clerk. Under payments will be processed as soon as practicable. In the event of an overpayment, the Auditor's Office will notify the employee of the nature and the amount of overpayment and will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll Clerk. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable alternative repayment schedule. Generally, The total overpayment of $100 or more shall be recaptured at least at the rate at which the overpayment occurredoccurred but not less than $50 per pay period. Overpayment For a total overpayment of $99.99 or less, the overpayment shall be recouped in two (2) equal amounts over two consecutive pay periods. Overpayments shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should Should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, except that or (2) mutual agreement on the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implementednot achieved within fifteen (15) working days of the employee being notified of the overpayment, the City Auditor's Office will retain the right proceed to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the implement a reasonable repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses13.1 Higher Class Assignments

Payroll Errors. ‌ To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll Clerk. Under payments will be processed as soon as practicable. In the event of an overpayment, the Auditor's Office will notify the employee of the nature and the amount of overpayment and will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll Clerk. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable alternative repayment schedule. Generally, The total overpayment of $100 or more shall be recaptured at least at the rate at which the overpayment occurredoccurred but not less than $50 per pay period. Overpayment For a total overpayment of $99.99 or less, the overpayment shall be recouped in two (2) equal amounts over two consecutive pay periods. Overpayments shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should Should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, except that or (2) mutual agreement on the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implementednot achieved within fifteen (15) working days of the employee being notified of the overpayment, the City Auditor's Office will retain the right proceed to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the implement a reasonable repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll Clerk. Under payments will be processed as soon as practicable. In the event of an overpayment or underpayment, no adjustment shall be retroactive for more than the applicable statute of limitations. As to any overpayment, the Auditor's Office will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll Clerk. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. In the event that the employee disputes the determination of the Auditor’s Office as to a reasonable accommodation for repayment, the employee may appeal the Auditor’s Office decision to the City Manager. The employee may appeal the decision of the Auditor’s Office in writing within thirty (30) days of the Auditor’s Office decision as to a repayment schedule. The City Manager, or his/her designee, shall meet with the affected employee and consider the Union agree that matter for final determination. The City Manager’s decision shall be issued no later than thirty (30) days from the date the affected employee met with the City is authorized to recover any salary overpayment made to Manager or his or her designee. The determination of the employee from the employee’s wagesCity Manager shall be final. In the event that (1) the employee does not respond within ten (10) 5 working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) 10 working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable repayment schedule. Generally, overpayment shall be recaptured at least at the rate at which the overpayment occurred. Overpayment shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages, except that the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implemented, the City will retain the right to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City Authority shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Payroll ClerkFinance staff. In the case of under payments, the Payroll Clerk Finance staff shall submit process the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff the Executive Director or through the Departmental Payroll Clerkhis or her designee. Under payments will be processed as soon as practicable. In the event of an overpayment, the Auditor's Office Executive Director will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll ClerkFinance staff. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable repayment schedule. Generally, overpayment shall be recaptured at least at the rate at which the overpayment occurred. Overpayment shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should an employee with a repayment schedule leave the employ of the City Authority before repaying the City Authority the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the CityAuthority. Where an employee requests and the City Authority concludes that s/he has justified a modified repayment schedule, the City Authority may, in its sole discretion, permit exceptions to these standards. The City Authority and the Union agree that the City Authority is authorized to recover any salary overpayment made to the employee from the employee’s wages, except that the City Authority shall not attempt to recover overpayments which are would be barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implemented, the City Authority will retain the right to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the repayment schedule. Nothing in this policy shall prevent the City Authority from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll Clerk. Under payments will be processed as soon as practicable. In the event of an overpayment, the Auditor's Office will notify the employee of the nature and the amount of overpayment and will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll Clerk. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable alternative repayment schedule. Generally, The total overpayment of $100 or more shall be recaptured at least at the rate at which the overpayment occurredoccurred but not less than $50 per pay period. Overpayment For a total overpayment of $99.99 or less, the overpayment shall be recouped in two (2) equal amounts over two consecutive pay periods. Overpayments shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should Should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, except that or (2) mutual agreement on the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implementednot achieved within fifteen (15) working days of the employee being notified of the overpayment, the City Auditor's Office will retain the right proceed to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the implement a reasonable repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional actionSECTION 13: TEMPORARY, such as a lawsuitPROVISIONAL AND PROJECT BASED APPOINTMENTS, as is appropriate and necessary to recover overpayments to employees.HIGHER CLASS ASSIGNMENT PAY AND TEMPORARY AGENCY EMPLOYEES 18.1 Fees & Licenses13.1 Higher Class Assignments

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Duty Chief of Division Manager. The Duty Chief or Division Manager shall notify the department Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll ClerkDeputy Chief. Under payments will be processed as soon as practicable. In the event of an overpayment, the Auditor's Office will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll ClerkDeputy Fire Chief. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. The City and the Union Association agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) 10 working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) 10 working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable repayment schedule. Generally, overpayment shall be recaptured at least at the rate at which the overpayment occurred. Overpayment shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages, except that the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implemented, the City will retain the right to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Duty Chief of Division Manager. The Duty Chief or Division Manager shall notify the department Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll ClerkDeputy Chief. Under payments will be processed as soon as practicable. In the event of an overpayment, the Auditor's Office will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll ClerkDeputy Fire Chief. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. The City and the Union Association agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that that (1) the employee does not respond within ten (10) 10 working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) 10 working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable repayment schedule. Generally, overpayment shall be recaptured at least at the rate at which the overpayment occurred. Overpayment shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages, except that the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implemented, the City will retain the right to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses

Payroll Errors. ‌ To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll Clerk. Under payments will be processed as soon as practicable. In the event of an overpayment or underpayment, no adjustment shall be retroactive for more than the applicable statute of limitations. As to any overpayment, the Auditor's Office will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll Clerk. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. In the event that the employee disputes the determination of the Auditor’s Office as to a reasonable accommodation for repayment, the employee may appeal the Auditor’s Office decision to the City Manager. The employee may appeal the decision of the Auditor’s Office in writing within thirty (30) days of the Auditor’s Office decision as to a repayment schedule. The City Manager, or his/her designee, shall meet with the affected employee and consider the Union agree that matter for final determination. The City Manager’s decision shall be issued no later than thirty (30) days from the date the affected employee met with the City is authorized to recover any salary overpayment made to Manager or his or her designee. The determination of the employee from the employee’s wagesCity Manager shall be final. In the event that (1) the employee does not respond within ten (10) 5 working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) 10 working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable repayment schedule. Generally, overpayment shall be recaptured at least at the rate at which the overpayment occurred. Overpayment shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages, except that the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implemented, the City will retain the right to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Payroll Clerk. In the case of under payments, the Payroll Clerk shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll Clerk. Under payments will be processed as soon as practicablepracticable after they are brought to the attention of the Auditor’s Department. If the employee is paid less than 80% of base salary as a result of an underpayment in the then-current pay period, the City shall process the underpayment within three business days after notification to the departmental payroll clerk and approval of the supervisor. All other underpayment adjustments will be processed on the next pay check. In the event of an overpayment, the Auditor's Office will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll Clerk. The Before a repayment schedule is implemented the affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, and to request an adjustment to the repayment schedule as a needed and reasonable accommodationmodification. In the event that (1) the employee does not respond within 10 working days of receiving written notice of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within 20 working days of the employee receiving written notice of the overpayment, the Auditor's Office will proceed to implement a reasonable repayment schedule consistent with the requirements of this section. Factors considered in determining whether a requested modification of a repayment schedule is reasonable accommodation for repayment of wages include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal salary, and other financial obligations of the employee. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty (20) working days of the employee being notified of the overpayment, the Auditor's Office will proceed to implement a reasonable repayment schedule. Generally, overpayment shall be recaptured at least at the rate at which the overpayment occurred. Overpayment shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages, except that the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implemented, the City will retain the right to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses

Payroll Errors. To ensure that system or other errors which affect an employee’s pay are processed in an efficient and effective manner, the City Executive Director shall notify the affected employee(s) as soon as practicable. Payroll errors detected by an employee shall, as soon as practicable, be communicated to the employee’s Departmental Payroll ClerkFinance Manager. In the case of under payments, the Payroll Clerk Finance Manager shall submit the appropriate adjustments as soon as practicable. Payroll errors identified by the Auditor will be communicated to the employee either directly by Auditor staff or through the Departmental Payroll ClerkFinance Manager. Under payments will be processed as soon as practicable. In the event of an overpayment, the Auditor's Office Finance Manager will notify the employee of the nature and the amount of overpayment and will determine a reasonable repayment schedule and inform the employee of the schedule directly, or through the Department Payroll Clerk. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to alternative repayment schedule. The total overpayment of $100 or more shall be recaptured at the rate at which the overpayment occurred but not less than $50 per pay period. For a total overpayment of $99.99 or less, the overpayment shall be recouped in two (2) equal amounts over two consecutive pay periods. Overpayments shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except by permission of the affected employee. Should an employee with a repayment schedule as a needed and reasonable accommodation. Factors considered in determining a reasonable accommodation for repayment leave the employ of wages include, but are not limited to, the length of time Authority before repaying the overpayment has occurred, Authority the full amount of the any overpayment, the employee’s normal salaryoutstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the Authority. Where an employee requests and the Authority concludes that s/he has justified a modified repayment schedule, and other financial obligations of the employeeAuthority may, in its sole discretion, permit exceptions to these standards. The City Authority and the Union agree that the City Authority is authorized to recover any salary overpayment made to the employee from the employee’s wages. In the event that (1) the employee does not respond within ten (10) working days of being notified of the overpayment, or (2) mutual agreement on the repayment schedule is not achieved within twenty fifteen (2015) working days of the employee being notified of the overpayment, the Auditor's Office Finance Manager will proceed to implement a reasonable repayment schedule. Generally, overpayment shall be recaptured at least at the rate at which the overpayment occurred. Overpayment shall not be recaptured at a more rapid rate than the rate at which the overpayment occurred, except (1) by permission of the affected employee, or (2) if the repayment amount per pay period would otherwise be less than five percent (5%) of gross base salary each pay period, or, (3) the overpayment was of $99 or less, in which case it must be recouped in one lump sum. However, should an employee with a repayment schedule leave the employ of the City before repaying the City the full amount of any overpayment, the outstanding debt shall be deducted from any salary and leave balances for which the employee would otherwise be paid upon separating from the City. Where an employee requests and the City concludes that s/he has justified a modified repayment schedule, the City may, in its sole discretion, permit exceptions to these standards. The City and the Union agree that the City is authorized to recover any salary overpayment made to the employee from the employee’s wages, except that the City shall not attempt to recover overpayments which are barred by a four year statute of limitations in a court action for their recovery. However, once a repayment schedule is implemented, the City will retain the right to recover the full amount of the overpayments covered by the schedule, and the limitations period for those overpayments shall be tolled for the duration of the repayment schedule. Nothing in this policy shall prevent the City from taking such other or additional action, such as a lawsuit, as is appropriate and necessary to recover overpayments to employees. 18.1 Fees & Licenses