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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.
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.
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.
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.
Payroll ProcessThe 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,
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.
Payroll ProcessNotwithstanding 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.
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.
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.

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 The Formal Process is a process in which an Employee requests a formal hearing and a panel is convened to gather evidence and make a decision regarding the Employee’s concern. If an Employee is unable to get his concern resolved through the Informal Process, he may request a Formal Hearing by filing an Issue Resolution Form within three (3) business days following completion of the Informal Process. Employees may seek the assistance of a FC member or the Employee Advocate to assist in the preparation of an Issue Resolution Form. A FC facilitator shall, on a rotating basis, facilitate but shall be a non-voting participant in any Formal Hearings that may arise following the submission of an Issue Resolution Form. The FC facilitator will contact the Employee within two (2) business days of receiving the Issue Resolution Form. The Employee will select, at random, five (5) FC members to sit on the Formal Hearing Panel. The Hearing Panel will consist of three (3) bargaining unit FC members and two (2) management FC members. The Employee will randomly select four (4) bargaining unit FC member names and discard one such name of his or her choosing, and randomly select three (3) management FC names and discard one such name of his or her choosing for the Hearing Panel. The panel will convene within 10 business days of receiving the Issue Resolution Form. The panel will collect evidence and fully review all details of the Employee’s concern in order to reach a final decision about whether the Agreement and the Employees’ Charter have been fairly applied to the Employee. Employees may be assisted in the Formal Process, including the Formal Hearing, by the Employee Advocate, if they so choose. The Employee Advocate’s role in the Formal Process shall be to:

  • Complaints Process The School shall establish and adhere to a process for resolving public complaints which shall include an opportunity for complainants to be heard. The final administrative appeal shall be heard by the School's Governing Board, except where the complaint pertains to a possible violation of any law or term under this Contract. The complaints process shall be readily accessible from the School’s website, as described in Section 11.4.1.

  • 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.

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 5 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence. (b) Following notification of the Unit 5 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 10 days following this meeting or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 5 Chairperson with a copy to the President of Unifor Local 5555. The 10-day timeline will be extended in circumstances where the Employee and/or the Union Representative are unable to meet within the timeline or where the nature of the investigation requires more time. The Employer will notify the Union as soon as practicable in these scenarios. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

  • 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.