Payroll Issues Clause Samples

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. (Tentatively agreed 5/17/23) (d) Employees shall have the option to receive their wages by direct deposit.

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.

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 ▇▇▇▇▇▇▇ 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.

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 ▇▇▇▇▇▇▇ 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.

Payroll Issues