Payroll Process Sample Clauses

Payroll Process. Notwithstanding any/all contrary provisions contained within this Agreement, It is agreed all payroll shall be processed in a manner consistent with Canada Revenue Agency (CRA) regulations.
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Payroll Process. A. Employees will be paid every other Friday during the period of the employee's contract. Pay to equal the amount calculated by the hourly rate times the number of hours worked during the previous ten (10) workdays ending on the Friday fourteen (14) days prior to payment. B. Beginning with the 2020-2021 school year, the Board shall have the option to implement a twenty-four (24) pay schedule each contract year. Such pays would occur on the fifth (5th) and twentieth (20th) of each month. Should a pay day fall on a holiday or weekend, the pay would occur on the last workday preceding the holiday or weekend. Unless an employee is paid via stretch pay, pay shall be calculated by applying the applicable hourly rate times the number of hours worked during the pay period. C. Employees being promoted to another pay schedule shall be placed on the new schedule at an hourly rate of pay of at least fifty (.50) cents greater than the previous schedule. At no time may this pay equal more than the highest step of the new schedule. D. Employees new to the system may receive credit for like jobs worked but never to exceed the fifth (5th) step of the appropriate schedule. E. An employee may be advanced to the next step of the appropriate salary schedule if the employee has credit for one hundred twenty (120) days during the contract period at the number of hours per day for which the employee is contracted. Credit includes days worked or an approved paid leave. F. On or before May 31st of each year, an employee may elect to stretch his/her pay over twelve (12) months of the ensuing contract year, or to be paid based on the actual number of hours worked each pay period. Such election shall span the entire contract year.
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Payroll Process. Employees should complete a Special Activity Payroll Log to document attendance. Following principal approval, the Special Activity Payroll Report and Log should be sent to the Payroll Department. Payment for June work days will occur July 29, 2022. Payment for July and any August work days will be August 31, 2022. The SCHOOL DISTRICT OF POLK COUNTY, FLORIDA (D/B/A Polk County Public Schools) (PCPS/District) and the POLK EDUCATION ASSOCIATION, INC. (PEA) as evidenced by the respective signatures below, are parties hereto and agree to this Memorandum of Understanding (MOU) as more specifically set forth herein.
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Payroll Process. The Company shall mail weekly payroll checks and pay stubs to employees in a timely manner. • The Company will pay any shortage in regular pay (including va- cation, holiday, sick pay, overtime in excess of 4 hours worked,
Sample 1
Payroll Process. Employer shall submit payroll contribution files reflecting the full employee and Employer contribution rate in effect for the fiscal year. It is the sole responsibility of Employer to ensure the Employer’s payroll/contribution reporting system is able to accommodate this requirement. a. Employer must maintain and transmit to the ASRS its contributions file representing the total actual contributions due to the ASRS, which includes both the actual contributions paid during each payroll cycle, and any offset amounts made according to the amortization schedule. b. The contribution file shall reflect the full employee and Employer contribution amount due, and shall not be adjusted for pre-paid contributions to be applied. c. Employer is responsible for determining the actual cash amount due to the ASRS each payroll cycle. This cash amount will be equal to the actuarially-determined contribution rate less any offsets determined by the amortization schedule. d. Intra-Year Adjustments: Each year, any differences between the sum of Employer’s offset amount as determined by the amortization schedule and the actual cash payments made by Employer, and the amount actually due by Employer, will be calculated by Employer by May 1 of each year and added or subtracted as appropriate from the remaining pre-paid contributions balance. In the case where the pre-paid contributions balance is insufficient, an additional amount will be required from Employer by May 31 of the current year.
Sample 1
Payroll Process. Notwithstanding anything to the contrary herein, to the extent any payment to be made hereunder (whether payable on or after the Closing Date) constitutes a compensatory payment for applicable Tax purposes, such amount shall not be paid directly to the applicable recipient but shall instead be paid to the Company, to then be paid by the Company to such recipient through the payroll procedures of the Company (or any third party payroll agent of the Company or the Surviving Corporation) (with such payment by the Company to be reduced by any applicable deductions or withholdings for Taxes). For the avoidance of doubt, this Section 2.11 shall not apply to any payments of the Merger Consideration made hereunder to the Stockholders.
Sample 1
Payroll Process. Except if modified by this agreement, all payroll processes in effect on January 1, 2001, shall remain in place. Full-time faculty may opt to be paid the same salary over twelve (12) months.
Sample 1
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Payroll Process. The Union and the Public Authority recognize that the payroll process is administered by the State of California, and not by the County of Placer or the Public Authority. The Public Authority supports the Union’s efforts to encourage the State of California to implement a system of regular pay periods, to expedite the processing of corrections to inaccurate payroll checks and to replace lost payroll checks. The parties understand the importance of timely paychecks. In order to achieve that it shall be the responsibility of the Provider to complete their time sheets correctly, and to accurately record hours worked, and to submit them on the dates timesheets are due.
Sample 1
Payroll Process. ‌ A. Employees will be paid every other Friday during the period of the employee's contract. Pay to equal the amount calculated by the hourly rate times the number of hours worked during the previous ten (10) workdays ending on the Friday fourteen (14) days prior to payment. B. The Board shall have the option to implement a twenty-four (24) pay schedule each contract year. Such pays would occur on the fifth (5th) and twentieth (20th) of each month. Should a pay day fall on a holiday or weekend, the pay would occur on the last workday preceding the holiday or weekend. Unless an employee is paid via stretch pay, pay shall be calculated by applying the applicable hourly rate times the number of hours worked during the pay period. C. Employees being promoted to another pay schedule shall be placed on the new schedule at an hourly rate of pay of at least fifty (.50) cents greater than the previous schedule. At no time may this pay equal more than the highest step of the new schedule. D. Employees new to the system may receive credit for like jobs worked but never to exceed the eighth (8th) step of the appropriate schedule. E. An employee may be advanced to the next step of the appropriate salary schedule if the employee has credit for one hundred twenty (120) days during the contract period at the number of hours per day for which the employee is contracted. Credit includes days worked or an approved paid leave. F. On or before May 31st of each year, an employee may elect to stretch his/her pay over twelve (12) months of the ensuing contract year, or to be paid based on the actual number of hours worked each pay period. Such election shall span the entire contract year.
Sample 1

Related to Payroll Process

  • 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.

  • Formal Process STEP 3 –

  • 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.

  • Recall Procedure (a) A laid-off faculty member shall be offered reemployment when a vacancy becomes available for which the bargaining unit member is qualified. A faculty member will be recalled according to the principles of last laid off/first recalled, provided the faculty member is qualified to perform the duties of the position to be filled. (b) Faculty members being recalled shall be notified by mail, e-mail, and telephone to their last known address and shall have fifteen (15) working days from the date of delivery confirmation to respond affirmatively in writing. It shall be the faculty member’s responsibility to provide the College with a current address and make appropriate arrangements for forwarding receipt of mail if the faculty member will be away from their address for more than five (5) calendar days. (c) If the faculty member fails to accept the recall in writing to the College within fifteen (15) working days from the date the delivery of recall notification was confirmed, the faculty member shall be removed from the recall list and the College shall have no further obligation to the faculty member. The faculty member who has been laid-off shall remain on a recall list for two (2) years after layoff. (d) A faculty member who is laid off shall not be considered to have broken continuous service with the College, but shall not accumulate any additional service time during the period of layoff. During the recall period, the faculty member’s compensation, including benefits, shall cease, but shall be reinstated when recalled with the following exceptions: (i) Medical/Dental/Vision Insurance: COBRA will apply. (ii) Sick Leave: Faculty will retain accrued sick leave but will not accrue additional leave during the period of layoff. Sick leave may not be applied during the lay off period.

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

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

  • Recall Procedures A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

  • Payroll Practices All payments, benefits or other compensation under this paragraph 4 shall be paid in accordance with normal payroll practices as in effect on the Termination Date, except as provided in subparagraph (h) hereof, and subject to required payroll withholdings over the course of the period provided for within the applicable subsection above.

  • 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 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.

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