Payroll Issues Sample Clauses

Payroll Issues. At the request of Sellers made any time after Closing, Buyer shall, in a timely manner, provide Sellers with the information in Buyer's possession that Sellers deems necessary for Sellers to complete any Internal Revenue Service filing, including IRS W-2 Forms and insurance premium reports, with respect to each individual whose employment with the Business terminated prior to the Closing Date.
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Payroll Issues. (a) The Company will pay wages to its employees on a bi-weekly basis. (b) In the event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of his/her supervisor. The supervisor will investigate and, if necessary, make sure that any necessary correction is made as soon as possible. If an issue with pay is not resolved to the employee's satisfaction, he/she should contact Human Resources so the matter can be further evaluated. (c) If an error is made in calculating an employee’s wages, the Company will notify the affected employee and either correct any underpayment of wages or arrange for repayment of any overpayment of wages by the employee. (d) Employees shall have the option to receive their wages by direct deposit.
Sample 1
Payroll Issues. Queensland Health is working with health unions to manage the ongoing payroll issues, while also implementing system-wide solutions. Queensland Health has adopted benchmarks for addressing underpayment errors. Queensland Health is committed to correcting individual employee underpayments in accordance with the process outlined below. This process will occur through an individual case management approach. If an employee incurs an underpayment, Queensland Health will give the correction of such underpayments the highest priority to resolve. If an AVAC form is submitted within 6 weeks of the creation of the underpayment, Queensland Health will: 1 maintain a process in all payroll hubs to specifically record and provide for the priority management of the underpayment claims; 2 upon being advised of an underpayment, Queensland Health will acknowledge the contact by the employee within 24 hours. Queensland Health will respond to simple claims within 2 working days and complex claims within 5 working days. 3 when an underpayment is validated, Queensland Health will ensure a reimbursement will be made as an ‘ad hoc’ payment within the existing pay cycle, with agreement of the employee, rather than wait for the next pay cycle; and 4 Queensland Health will maintain adequate resources to ensure the above service standards are met. In light of the above processes regarding underpayments, if an employee is also notified of an overpayment, Queensland Health will not pursue this separately to any underpayment for the individual. The individual case management approach will ensure such coordination of correcting an individual’s overpayments and underpayments occurs.
Sample 1
Payroll Issues. The UNION reserves its right to sponsor a lawsuit under the California Labor Code and Wage Orders if payroll does not continue to improve. The UNION agrees to provide the EMPLOYER with ninety (90) days notice before filing any such lawsuit and to afford the EMPLOYER further opportunity to rectify any alleged problems within such ninety (90) day period, which if rectified shall preclude the filing of any such suit. The parties agree to work together to identify payroll issues and concerns and to advise employees in accordance with information provided by the EMPLOYER. As part of the 2011-2014 negotiations, the parties agreed to establish a committee consisting of the Business Agent and the Shop Xxxxxxx and two representatives of the EMPLOYER to create more easily measured criteria on what can be transported on golf carts pursuant to the Golf Cart sideletter and to amend the sideletter accordingly. If no agreement can be reached, the current language shall remain.
Sample 1
Payroll Issues. The UNION reserves its right to sponsor a lawsuit under the California Labor Code and Wage Orders if payroll does not continue to improve. The UNION agrees to provide the EMPLOYER with ninety (90) days notice before filing any such lawsuit and to afford the EMPLOYER further opportunity to rectify any alleged problems within such ninety (90) day period, which if rectified shall preclude the filing of any such suit. The parties agree to work together to identify payroll issues and concerns and to advise employees in accordance with information provided by the EMPLOYER. As part of the 2011-2014 negotiations, the parties agreed to establish a committee consisting of the Business Agent and the Shop Xxxxxxx and two representatives of the EMPLOYER to create more easily measured criteria on what can be transported on golf carts pursuant to the Golf Cart sideletter and to amend the sideletter accordingly. If no agreement can be reached, the current language shall remain. With respect to only the three (3) peak weekends (Fridays and Saturdays) that the EMPLOYER may designate during Halloween Horror Nights pursuant to Section 40.2(E), in the event the Employer granted an RO to an employee for either or both of those days, and further in the event that, based on such RO(s), the employee took other work on other days of the week such that, were the EMPLOYER to revoke the employee’s RO(s) it would cause the employee to violate the 8-80 rule, the EMPLOYER will not revoke such RO’s and the employee will not be penalized for not being available to work on those days, upon providing proof of such employment. Notwithstanding anything to the contrary in Section 47.9 – Other Assignments, the parties agree that a Bid Driver may be assigned to any other driving duties for any department.
Sample 1
Payroll Issues 
Sample 1

Related to Payroll Issues

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

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

  • 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 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.

  • Normal Commercial Relations Anything contained in this Trust Indenture to the contrary notwithstanding, the Owner Trustee, the Indenture Trustee, any Participant or any bank or other Affiliate of such Participant may conduct any banking or other financial transactions, and have banking or other commercial relationships, with Lessee, fully to the same extent as if this Trust Indenture were not in effect, including without limitation the making of loans or other extensions of credit to Lessee for any purpose whatsoever, whether related to any of the transactions contemplated hereby or otherwise.

  • PROFESSIONAL DUES OR FEES AND PAYROLL DEDUCTIONS 5.1 Any unit member who is a member of the Association, or who has applied for membership, may sign and deliver to the District an assignment authorizing deduction of unified membership dues, initiation fees, and general assessments of the Association. Pursuant to such authorization, the District shall deduct one-tenth of such dues from the regular salary check of the bargaining unit member each month for ten (10) months. Deductions for bargaining unit members who sign such authorization after the commencement of the school year shall be appropriately pro-rated to complete payments by the end of the school year. 5.2 Any unit member who is not a member of the Association, or who does not make application for membership within thirty (30) days of the effective date of this Agreement, or within thirty (30) days from the date of commencement of assigned duties, shall become a member of the Association or pay to the Association a fee in an amount equal to unified membership dues, initiation fees and general 5.3 Any unit member who is a member of a religious body whose traditional tenets or teaching include objections to joining or financially supporting employee organizations shall not be required to join or financially support the Association, as a condition of employment, except that such unit member shall pay, in lieu of a service fee, sums equal to such service fee to one of the following non-religious, non- labor organizations, charitable funds exempt from taxation under section 501 (c) (3) of Title 26 of the Internal Revenue Code. Such payment shall be made on or before October 15 of each year. (For example: Murrieta Fire Protection District) 5.3.1 Proof of payment and a written statement of objection, along with verifiable evidence of membership in a religious body whose traditional tenets or teachings object to joining or financially supporting employee organizations, pursuant to section 5.3 above, shall be made on an annual basis to the District as a condition of continued exemption from the provisions of sections 5.1 and 5.2 of this Article. Evidence shall be in the form of receipts and/or canceled checks indicating the amount paid, date of payment, and to whom payment in lieu of the service fee has been made. Such proof shall be presented on or before November 1 of each school year. The Association shall have the right of inspection in order to review said proof of payment. 5.3.2 Any unit member making payments as set forth in sections 5.3 and 5.3.1, above, and who requests that the grievance or arbitration provisions of this Agreement be used on his or her behalf, shall be responsible for paying the reasonable cost of using said grievance or arbitration procedures. 5.4 With respect to all sums deducted by the District pursuant to sections 5.1 and 5.2 above, whether for membership dues or agency fee, the District agrees to promptly remit such monies to the Association, accompanied by an alphabetical list of bargaining unit members for whom such deductions have been made, categorizing them as to membership or non-membership in the Association, and indicating any changes in personnel from the list previously furnished. The Association agrees to furnish any information needed by the District to fulfill the provisions of this Article.

  • Payroll Taxes Employer shall have the right to deduct from the compensation and benefits due to Employee hereunder any and all sums required for social security and withholding taxes and for any other federal, state, or local tax or charge which may be in effect or hereafter enacted or required as a charge on the compensation or benefits of Employee.

  • 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 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 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.