Common use of Repayment of Money Owed to District Clause in Contracts

Repayment of Money Owed to District. If monies are paid to an employee in excess of the appropriate amount, the employee is liable and responsible to repay the overpayment to the District. The employee shall bring the overpayment to the attention of the District Payroll Office as he/she discovers the overpayment. When the District discovers the error, the Payroll Office shall notify the employee of the amount and nature of the overpayment. The parties agree to the same four-year statute of limitations based on Civil Code regarding overpayments except in cases of fraud or other criminal intent. 2.11.1 If any one of the following conditions applies, the money owed to the District shall be deducted from the next payroll warrant scheduled to be paid to the employee: 2.11.1.1 If the employee is notified of the error within seven (7) working days of the date the overpayment is made, followed up by written confirmation from the District; or 2.11.1.2 If the overpayment is $200 or less; or 2.11.1.3 If the overpayment is the result of overuse of leave privileges; or 2.11.1.4 If the overpayment is an extraordinary amount that the employee would have reasonably been expected to recognize. 2.11.2 Any overpayment amount or condition not falling into any of the above categories will be deducted from future salary warrants at a minimum rate of twenty percent (20%) of the employee's monthly gross pay or the agreed- upon repayment terms. 2.11.2.1 If an employee terminates employment with the District before the overpayment has been repaid, the remaining balance owed to the District will be deducted in full from the final pay warrant. If the amount owed exceeds the final pay warrant, the remaining amount due shall be repaid to the District within thirty (30) days. 2.11.2.2 During any period that the employee is not receiving monthly salary payments, the employee will continue any repayment plan by remitting the appropriate payment to the District Payroll Office by the fifth day of each month. 2.11.3 Requests for alternate payment plans may be submitted to the Director of Accounting Services. The decision to allow an alternate payment plan shall be based on any factors deemed relevant by the Director of Accounting Services. 2.11.4 Disputes regarding overpayments shall be subject to the grievance procedure at Step 3 only. There shall be no appeal to an arbitrator or the Board. 2.11.5 The District and/or the employee, without LRCFT representation, may pursue other legal methods of resolution of a dispute regarding the debt. 2.11.6 Nothing in this article shall preclude an employee from voluntarily agreeing to repayment of the debt in larger increments than stated herein.

Repayment of Money Owed to District. If monies are paid to an employee in excess of the appropriate amount, the employee is liable and responsible to repay the overpayment to the District. The employee shall bring the overpayment to the attention of the District Payroll Office as he/she discovers the overpayment. When the District discovers the error, the Payroll Office shall notify the employee of the amount and nature of the overpayment. The parties agree to the same four-year statute of limitations based on Civil Code regarding overpayments except in cases of fraud or other criminal intent. 2.11.1 If any one of the following conditions applies, the money owed to the District shall be deducted from the next payroll warrant scheduled to be paid to the employee: 2.11.1.1 If the employee is notified of the error within seven (7) working days of the date the overpayment is made, followed up by written confirmation from the District; or 2.11.1.2 If the overpayment is $200 or less; or 2.11.1.3 If the overpayment is the result of overuse of leave privileges; or 2.11.1.4 If the overpayment is an extraordinary amount that the employee would have reasonably been expected to recognize. 2.11.2 Any overpayment amount or condition not falling into any of the above categories will be deducted from future salary warrants at a minimum rate of twenty percent (20%) of the employee's monthly gross pay or the agreed- agreed-upon repayment terms. 2.11.2.1 If an employee terminates employment with the District before the overpayment has been repaid, the remaining balance owed to the District will be deducted in full from the final pay warrant. If the amount owed exceeds the final pay warrant, the remaining amount due shall be repaid to the District within thirty (30) days. 2.11.2.2 During any period that the employee is not receiving monthly salary payments, the employee will continue any repayment plan by remitting the appropriate payment to the District Payroll Office by the fifth day of each month. 2.11.3 Requests for alternate payment plans may be submitted to the Director of Accounting Services. The decision to allow an alternate payment plan shall be based on any factors deemed relevant by the Director of Accounting Services. 2.11.4 Disputes regarding overpayments shall be subject to the grievance procedure at Step 3 only. There shall be no appeal to an arbitrator or the Board. 2.11.5 The District and/or the employee, without LRCFT representation, may pursue other legal methods of resolution of a dispute regarding the debt. 2.11.6 Nothing in this article shall preclude an employee from voluntarily agreeing to repayment of the debt in larger increments than stated herein.

Repayment of Money Owed to District. If monies are paid to an employee in excess of the appropriate amount, the employee is liable and responsible to repay the overpayment to the District. The employee shall bring the overpayment to the attention of the District Payroll Office as he/she discovers the overpayment. When the District discovers the error, the Payroll Office shall notify the employee of the amount and nature of the overpayment. The parties agree to the same four-year statute of limitations based on Civil Code regarding overpayments except in cases of fraud or other criminal intent. 2.11.1 20.8.1 If any one of the following conditions applies, the money owed to the District shall be deducted from the next payroll warrant scheduled to be paid to the employee: 2.11.1.1 A. If the employee is notified of the error within seven (7) working days of the date the overpayment is made, followed up by written confirmation from the District; or 2.11.1.2 B. If the overpayment is $200 or less; or 2.11.1.3 C. If the overpayment is the result of overuse of leave privileges; or 2.11.1.4 D. If the overpayment is an extraordinary amount that the employee would have reasonably been expected to recognize. 2.11.2 20.8.2 Any overpayment amount or condition not falling into any of the above categories will be deducted from future salary warrants at a minimum rate of twenty percent (20%) of the employee's monthly gross pay or the agreed- agreed-upon repayment terms. 2.11.2.1 A. If an employee terminates employment with the District before the overpayment has been repaid, the remaining balance owed to the District will be deducted in full from the final pay warrant. If the amount owed exceeds the final pay warrant, the remaining amount due shall be repaid to the District within thirty (30) days. 2.11.2.2 B. During any period that the employee is not receiving monthly salary payments, the employee will continue any repayment plan by remitting the appropriate payment to the District Payroll Office by the fifth day of each month. 2.11.3 20.8.3 Requests for alternate payment plans may be submitted to the Director of Accounting ServicesVice President, Finance & Administration. The decision to allow an alternate payment plan shall be based on any factors deemed relevant by the Director of Accounting ServicesVice President, Finance & Administration. 2.11.4 20.8.4 Disputes regarding overpayments shall be subject to the grievance procedure at Step 3 only. There shall be no appeal to an arbitrator or the Board. 2.11.5 20.8.5 The District and/or the employee, without LRCFT SCFA representation, may pursue other legal methods of resolution of a dispute regarding the debt. 2.11.6 20.8.6 Nothing in this article shall preclude an employee from voluntarily agreeing to repayment of the debt in larger increments than stated herein.

Repayment of Money Owed to District. If monies are paid to an employee in excess of the appropriate amount, the employee is liable and responsible to repay the overpayment to the District. The employee shall bring the overpayment to the attention of the District Payroll Office as he/she the employee discovers the overpayment. When the District discovers the error, the Payroll Office shall notify the employee of the amount and nature of the overpayment. The parties agree to the same four-year statute of limitations based on Civil Code regarding overpayments except in cases of fraud or other criminal intent. 2.11.1 2.10.1 If any one of the following conditions applies, the money owed to the District shall be deducted from the next payroll warrant scheduled to be paid to the employee: 2.11.1.1 2.10.1.1 If the employee is notified of the error within seven (7) working days of the date the overpayment is made, followed up by written confirmation from the District; or 2.11.1.2 2.10.1.2 If the overpayment is $200 or less; or 2.11.1.3 2.10.1.3 If the overpayment is the result of overuse of leave privileges; or 2.11.1.4 2.10.1.4 If the overpayment is an extraordinary amount that the employee would have reasonably been expected to recognize. 2.11.2 2.10.2 Any overpayment amount or condition not falling into any of the above categories will be deducted from future salary warrants at a minimum rate of twenty percent (20%) of the employee's monthly gross pay or the agreed- upon repayment terms. 2.11.2.1 2.10.2.1 If an employee terminates employment with the District before the overpayment has been repaid, the remaining balance owed to the District will be deducted in full from the final pay warrant. If the amount owed exceeds the final pay warrant, the remaining amount due shall be repaid to the District within thirty (30) days. 2.11.2.2 2.10.2.2 During any period that the employee is not receiving monthly salary payments, the employee will continue any repayment plan by remitting the appropriate payment to the District Payroll Office by the fifth day of each month. 2.11.3 2.10.3 Requests for alternate payment plans may be submitted to the Director of Accounting Services. The decision to allow an alternate payment plan shall be based on any factors deemed relevant by the Director of Accounting Services. 2.11.4 2.10.4 Disputes regarding overpayments shall be subject to the grievance procedure at Step 3 only. There shall be no appeal to an arbitrator or the Board. 2.11.5 2.10.5 The District and/or the employee, without LRCFT representation, may pursue other legal methods of resolution of a dispute regarding the debt. 2.11.6 2.10.6 Nothing in this article shall preclude an employee from voluntarily agreeing to repayment of the debt in larger increments than stated herein.

Repayment of Money Owed to District. If monies are paid to an employee in excess of the appropriate amount, the employee is liable and responsible to repay the overpayment to the District. The employee shall bring the overpayment to the attention of the District Payroll Office as he/she discovers the overpayment. When the District discovers the error, the Payroll Office shall notify the employee of the amount and nature of the overpayment. The parties agree to the same four-year statute of limitations based on Civil Code regarding overpayments except in cases of fraud or other criminal intent. 2.11.1 If any one of the following conditions applies, the money owed to the District shall be deducted from the next payroll warrant scheduled to be paid to the employee: 2.11.1.1 If the employee is notified of the error within seven (7) working days of the date the overpayment is made, followed up by written confirmation from the District; or 2.11.1.2 If the overpayment is $200 or less; or 2.11.1.3 If the overpayment is the result of overuse of leave privileges; or 2.11.1.4 If the overpayment is an extraordinary amount that the employee would have reasonably been expected to recognize. 2.11.2 Any overpayment amount or condition not falling into any of the above categories will be deducted from future salary warrants at a minimum rate of twenty percent (20%) of the employee's monthly gross pay or the agreed- agreed-upon repayment terms. 2.11.2.1 If an employee terminates employment with the District before the overpayment has been repaid, the remaining balance owed to the District will be deducted in full from the final pay warrant. If the amount owed exceeds the final pay warrant, the remaining amount due shall be repaid to the District within thirty (30) days. 2.11.2.2 During any period that the employee is not receiving monthly salary payments, the employee will continue any repayment plan by remitting the appropriate payment to the District Payroll Office by the fifth day of each month. 2.11.3 Requests for alternate payment plans may be submitted to the Director of Accounting Services. The decision to allow an alternate payment plan shall be based on any factors deemed relevant by the Director of Accounting Services. 2.11.4 Disputes regarding overpayments shall be subject to the grievance procedure at Step 3 only. There shall be no appeal to an arbitrator or the Board. 2.11.5 The District and/or the employee, without LRCFT representation, may pursue other legal methods of resolution of a dispute regarding the debt. 2.11.6 Nothing in this article shall preclude an employee from voluntarily agreeing to repayment of the debt in larger increments than stated herein.Deleted: 2.10c Longevity Service¶

Repayment of Money Owed to District. If monies are paid to an employee in excess of the appropriate amount, the employee is liable and responsible to repay the overpayment to the Districtdistrict. The employee Employee shall bring the overpayment to the attention of the District Payroll Office as he/she discovers soon as it is discovered by the overpaymentemployee. When the District district discovers the error, the Payroll Office shall notify the employee of the amount and nature of the overpayment. The parties agree to the same four-year statute of limitations based on Civil Code regarding overpayments except in cases of fraud or other criminal intent. 2.11.1 2.12.1 If any one of the following conditions appliesapply, the money owed to the District district shall be deducted from the next payroll warrant scheduled to be paid to the employee: 2.11.1.1 2.12.1.1 If the employee is notified of the error within seven (7) working days of the date the overpayment is made, followed up by written confirmation from the Districtdistrict; or 2.11.1.2 2.12.1.2 If the overpayment is $200 or less; or 2.11.1.3 2.12.1.3 If the overpayment is the result of overuse of leave privileges; or 2.11.1.4 2.12.1.4 If the overpayment is an extraordinary amount that the employee would have reasonably been expected to recognize. 2.11.2 2.12.2 Any overpayment amount or condition not falling into any of the above categories will be deducted from future salary warrants at a minimum rate of twenty percent (20%) % of the employee's monthly gross pay or the agreed- agreed upon repayment terms. 2.11.2.1 2.12.2.1 If an employee terminates employment with the District district before the overpayment has been repaid, the remaining balance owed to the District district will be deducted in full from the final pay warrant. If the amount owed exceeds the final pay warrant, the remaining amount due shall be repaid to the District district within thirty (30) 30 days. 2.11.2.2 2.12.2.2 During any period that the employee is not receiving monthly salary payments, the employee will continue any repayment plan during such months by remitting the appropriate payment to the District district Payroll Office by the fifth day of each month. 2.11.3 2.12.3 Requests for alternate payment plans may be submitted to the Director of Accounting Services. The decision to allow an alternate payment plan shall be based on any factors deemed relevant by the Director of Accounting Services. 2.11.4 2.12.4 Disputes regarding overpayments shall be subject to the grievance procedure at Step 3 the district level only. There . 2.12.5 In all cases, neither the district nor the employee shall be no appeal to an arbitrator or the Board. 2.11.5 The District and/or the employee, without LRCFT representation, may pursue precluded from pursuing other legal methods of resolution of a dispute regarding the debt. 2.11.6 2.12.6 Nothing in this article section shall preclude an employee from voluntarily agreeing to repayment of the debt in larger increments than stated herein.