Common use of Salary Placement Errors Clause in Contracts

Salary Placement Errors. 1. If discovery of erroneous information causes the denial of a lateral salary advancement, a member shall have the option of being placed temporarily on the denied column if the District has given erroneous information to the member while working toward such an advancement. The temporary advancement will be allowed for a period not to exceed the then current school year. During this period the member must complete whatever coursework is required to make the salary placement proper. In the event the required coursework is not completed by the beginning of the next school year, the member will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancement. At the member’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periods. 2. The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1., rests with the affected member. Evidence of an earlier erroneous salary placement that is continued and affects the instant situation would meet this burden of proof. A member’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the member’s burden of proof. 3. A member who the District can show should have reasonably known about the error in salary placement in a timely manner and who elected not to bring it to the attention of the District will not be eligible for the temporary upgrade described in Article 120 C.1. 4. If a member is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovered. 5. If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discovery. Neither the District nor the member will be required to reimburse the other for any back pay. 6. The initial responsibility for determining salary placement rests with the Human Resources Department. Members have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary schedule. 125 SALARY PAYMENT‌ A. Each member shall receive annual salary in the following manner: 1. Employees hired prior to June 1, 2017 and receiving ten salary payments will continue to receive ten salary payments until such time they elect an alternative payment schedule. 2. Twelve payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, the tenth and 11th consisting of two payments for the months of July and August, due on the last working day of the school term, and the 12th payment released on the regularly scheduled monthly June payroll. B. A member’s per diem shall be the member’s annual salary divided by the 182 workdays in the school term. C. Members will have regular pay, addenda, cash-in of personal leave, and mileage reimbursements automatically deposited in any financial institution of their choice.

Salary Placement Errors. 1. If discovery of erroneous information causes the denial of a lateral salary advancement, a member shall have the option of being placed temporarily on the denied column if the District has given erroneous information to the member while working toward such an advancement. The temporary advancement will be allowed for a period not to exceed the then current school year. During this period the member must complete whatever coursework is required to make the salary placement proper. In the event the required coursework is not completed by the beginning of the next school year, the member will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancement. At the member’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periods. 2. The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1., rests with the affected member. Evidence of an earlier erroneous salary placement that is continued and affects the instant situation would meet this burden of proof. A member’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the member’s burden of proof. 3. A member who the District can show should have reasonably known about the error in salary placement in a timely manner and who elected not to bring it to the attention of the District will not be eligible for the temporary upgrade described in Article 120 C.1. 4. If a member is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovered. 5. If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discovery. Neither the District nor the member will be required to reimburse the other for any back pay. 6. The initial responsibility for determining salary placement rests with the Human Resources Department. Members have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary schedule. 125 SALARY PAYMENT‌. A. Each member shall elect to receive annual salary in one of the following mannerways: 1. Employees hired prior to June 1, 2017 and receiving ten salary Ten equal payments will continue to receive ten salary payments until such time they elect an alternative with the 10th payment schedule.released on or before the 0xx Xxxxxxxx workday following the members’ last working day of the school term; 2. Twelve Eleven payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, the tenth and 11th 10th consisting of two payments for the months of July and August, due on the last working day of the school term, and the 12th eleventh payment released on or before the regularly scheduled monthly June payroll0xx Xxxxxxxx workday following the members’ last working day of the school term. B. A member’s per diem shall be the member’s annual salary divided by the 182 workdays in the school term. C. Members will have regular pay, addenda, cash-in of personal leave, and mileage reimbursements automatically deposited in any financial institution of their choice.

Salary Placement Errors. 1. If discovery of erroneous information causes the denial of a lateral salary advancement, a member shall have the option of being placed temporarily on the denied column if the District has given erroneous information to the member while working toward such an advancement. The temporary advancement will be allowed for a period not to exceed the then current school year. During this period the member must complete whatever coursework is required to make the salary placement proper. In the event the required coursework is not completed by the beginning of the next school year, the member will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancement. At the member’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periods. 2. The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1., rests with the affected member. Evidence of an earlier erroneous salary placement that is continued and affects the instant situation would meet this burden of proof. A member’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the member’s burden of proof. 3. A member who the District can show should have reasonably known about the error in salary placement in a timely manner and who elected not to bring it to the attention of the District will not be eligible for the temporary upgrade described in Article 120 C.1. 4. If a member is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovered. 5. If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discovery. Neither the District nor the member will be required to reimburse the other for any back pay. 6. The initial responsibility for determining salary placement rests with the Human Resources Department. Members have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary schedule. 125 SALARY PAYMENT‌. A. Each member shall receive annual salary in the following manner: 1. Employees hired prior to June 1, 2017 and receiving ten salary payments will continue to receive ten salary payments until such time they elect an alternative payment schedule. 2. Twelve payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, the tenth and 11th consisting of two payments for the months of July and August, due on the last working day of the school term, and the 12th payment released on the regularly scheduled monthly June payroll. B. A member’s per diem shall be the member’s annual salary divided by the 182 workdays in the school term. C. Members will have regular pay, addenda, cash-in of personal leave, and mileage reimbursements automatically deposited in any financial institution of their choice.

Salary Placement Errors. 1. If discovery of erroneous information causes the denial of a lateral salary advancement, a member shall have the option of being placed temporarily on the denied column if the District has given erroneous information to the member while working toward such an advancement. The temporary advancement will be allowed for a period not to exceed the then current school year. During this period the member must complete whatever coursework is required to make the salary placement proper. In the event the required coursework is not completed by the beginning of the next school year, the member will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancement. At the member’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periods. 2. The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1., rests with the affected member. Evidence of an earlier erroneous salary placement that is continued and affects the instant situation would meet this burden of proof. A member’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the member’s burden of proof. 3. A member who the District can show should have reasonably known about the error in salary placement in a timely manner and who elected not to bring it to the attention of the District will not be eligible for the temporary upgrade described in Article 120 C.1. 4. 1. If a member is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovered. 5. 2. If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discovery. Neither the District nor the member will be required to reimburse the other for any back pay. 6. 3. The initial responsibility for determining salary placement rests with the Human Resources Talent Management Department. Members have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary schedule. 125 SALARY PAYMENT‌. A. Each member shall receive annual salary in the following manner: 1. Employees hired prior to June 1, 2017 and receiving ten salary payments will continue to receive ten salary payments until such time they elect an alternative payment schedule. 2. Twelve payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, the tenth and 11th consisting of two payments for the months of July and August, due on the last working day of the school term, and the 12th payment released on the regularly scheduled monthly June payroll. B. A member’s per diem shall be the member’s annual salary divided by the 182 workdays in the school term. C. Members will have regular pay, addenda, cash-in of personal leave, and mileage reimbursements automatically deposited in any financial institution of their choice. D. If there is a substantial change in the school calendar, the District will meet with AEA the Association to discuss payment options.

Salary Placement Errors. 11 . If discovery of erroneous information causes the denial of a lateral salary advancement, a member shall have the option of being placed temporarily on the denied column if the District has given erroneous information to the member while working toward such an advancementadvancement . The temporary advancement will be allowed for a period not to exceed the then current school yearyear . During this period the member must complete whatever coursework course- work is required to make the salary placement properproper . In the event the required coursework is not completed by the beginning of the next school year, the member will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancementadvancement . At the member’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periodsperiods . 22 . The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1.C 1, rests with the affected membermember . Evidence of an earlier erroneous salary placement place- ment that is continued and affects the instant situation would meet this burden of proofproof . A member’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the member’s burden of proofproof . 33 . A member who whom the District can show should have reasonably known about the error in salary placement in a timely manner and who elected not to bring it to the attention of the District will not be eligible for the temporary upgrade described in Article 120 C.1C 1 . 44 . If a member is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovereddiscovered . 55 . If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discoverydiscovery . Neither the District nor the member will be required to reimburse the other for any back paypay . 66 . The initial responsibility for determining salary placement rests with the Human Resources DepartmentDepartment . Members have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary scheduleschedule . A . 125 SALARY PAYMENT‌ A. Each member shall elect to receive annual salary in one of the following mannerways: 11 . Employees hired prior to June 1, 2017 and receiving ten salary Ten equal payments will continue to receive ten salary payments until such time they elect an alternative with the 10th payment schedule.mailed on or before the 0xx Xxxxxxxx workday following the members’ last working day of the school term; 22 . Twelve Eleven payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, the tenth and 11th 10th consisting of two payments checks for the months of July and August, due on the last working day of the school term, and the 12th eleventh payment released mailed on or before the regularly scheduled monthly June payroll0xx Xxxxxxxx workday following the members’ last working day of the school term . B. B . A member’s per diem shall be the member’s annual salary divided by the 182 workdays in the school termterm . C. Members will C . When the District implements direct deposit, members may elect to have regular pay, addenda, cash-in of personal leave, and mileage reimbursements automatically paychecks automati- cally deposited in any Anchorage financial institution of their choicechoice .

Salary Placement Errors. 1. If discovery of erroneous information causes the denial of a lateral salary advancement, a member shall have the option of being placed temporarily on the denied column if the District has given erroneous information to the member while working toward such an advancement. The temporary advancement will be allowed for a period not to exceed the then current school year. During this period the member must complete whatever coursework is required to make the salary placement proper. In the event the required coursework is not completed by the beginning of the next school year, the member will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancement. At the member’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periods. 2. The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1., rests with the affected member. Evidence of an earlier erroneous salary placement that is continued and affects the instant situation would meet this burden of proof. A member’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the member’s burden of proof. 3. A member who the District can show should have reasonably known about the error in salary placement in a timely manner and who elected not to bring it to the attention of the District will not be eligible for the temporary upgrade described in Article 120 C.1. 4. If a member is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovered. 5. If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discovery. Neither the District nor the member will be required to reimburse the other for any back pay. 6. The initial responsibility for determining salary placement rests with the Human Resources Department. Members have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary schedule. 125 SALARY PAYMENT‌. A. Each member shall elect to receive annual salary in one of the following ways manner: 1. Employees hired prior to June 1, 2017 and receiving ten salary payments will continue to receive ten salary payments until such time they elect an alternative payment schedule. 1. Ten equal payments with the 10th payment released on or before the 0xx Xxxxxxxx workday following the members’ last working day of the school term; 2. Eleven Twelve payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, the tenth and 11th consisting of two payments for the months of July and August, due on the last working day of the school term, and the eleventh 12th payment released on or before the 0xx Xxxxxxxx workday following the members’ last working day of the school term the regularly scheduled monthly June payroll. B. A member’s per diem shall be the member’s annual salary divided by the 182 workdays in the school term. C. Members will have regular pay, addenda, cash-in of personal leave, and mileage reimbursements automatically deposited in any financial institution of their choice.

Salary Placement Errors. 1. If discovery of erroneous information causes the denial of a lateral salary advancement, a member teacher shall have the option of being placed temporarily on the denied column column, if the District has given erroneous information to the member teacher while working toward such an advancement. The temporary advancement will be allowed for a period not to exceed the then current school year. During this period the member teacher must complete whatever coursework course work is required to make the salary placement proper. In the event the required coursework course work is not completed by the beginning of the next school year, the member teacher will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancement. At the memberteacher’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periods. 2. The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1.C 1, rests with the affected memberteacher. Evidence of an earlier erroneous salary placement that which is continued and affects the instant situation would meet this burden of proof. A memberteacher’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the memberteacher’s burden of proof. 3. A member who teacher whom the District can show should have reasonably known about the error in salary placement in a timely manner manner, and who elected not to bring it to the attention of the District District, will not be eligible for the temporary upgrade described in Article 120 C.1C 1. 4. If a member teacher is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovered. 5. If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discovery. Neither the District nor the member teacher will be required to reimburse the other for any back pay. 6. The initial responsibility for determining salary placement rests with the Human Resources Department. Members Teachers have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary schedule. 125 SALARY PAYMENT‌PAYMENT A. Each member teacher shall elect to receive annual salary in one of the following mannerways: 1. Employees hired prior to June 1, 2017 and receiving ten salary equal payments will continue to receive ten salary payments until such time they elect an alternative with the 10th payment schedule.due on the last working day of the school term; 2. Twelve ten payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District last working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, and the tenth and 11th 10th consisting of two payments three checks for the months of July and June, July, August, due on the last working day of the school term, and the 12th payment released on the regularly scheduled monthly June payroll. B. Newly contracted teachers hired before August 30 may request a salary advance equal to one-half of their monthly salary payable on September 15. C. A memberteacher’s per diem shall be the memberteacher’s annual salary divided by the 182 workdays 188 days in the school term. C. Members will D. When the District implements direct deposit, teachers may elect to have regular pay, addenda, cash-in of personal leave, and mileage reimbursements paychecks automatically deposited in any Anchorage financial institution of their choice. E. The District will attempt to develop a program leading to a biweekly pay cycle and electronic deposit to annuity programs to expedite transmittal. 135 CONTRACT EXTENSION A. Compensation for contract extensions shall be calculated at the per diem rate of the teacher. When teacher contracts are extended, notification shall be six weeks in advance, unless otherwise mutually agreed. B. Special project contracts shall be calculated at $20.00 per hour or at the hourly rate of the Range 1 Added Duty Activities schedule, depending on level of responsibility. Contracts shall specify the rate of pay and the number of hours required for the project. Where the length of project cannot be accurately estimated, the teacher may be paid a lump-sum amount. Teachers shall not be required to accept special project contracts nor have any reference made in the evaluation process for refusal.

Salary Placement Errors. 1. If discovery of erroneous information causes the denial of a lateral salary advancement, a member teacher shall have the option of being placed temporarily on the denied column column, if the District has given erroneous information to the member teacher while working toward such an advancement. The temporary advancement will be allowed for a period not to exceed the then current school year. During this period the member teacher must complete whatever coursework course work is required to make the salary placement proper. In the event the required coursework course work is not completed by the beginning of the next school year, the member teacher will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancement. At the memberteacher’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periods. 2. The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1.C 1, rests with the affected memberteacher. Evidence of an earlier erroneous salary placement that which is continued and affects the instant situation would meet this burden of proof. A memberteacher’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the memberteacher’s burden of proof. 3. A member who teacher whom the District can show should have reasonably known about the error in salary placement in a timely manner manner, and who elected not to bring it to the attention of the District District, will not be eligible for the temporary upgrade described in Article 120 C.1C 1. 4. If a member teacher is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovered. 5. If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discovery. Neither the District nor the member teacher will be required to reimburse the other for any back pay. 6. The initial responsibility for determining salary placement rests with the Human Resources Department. Members Teachers have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary schedule. 125 SALARY PAYMENT‌. A. Each member teacher shall elect to receive annual salary in one of the following mannerways: 1. Employees hired prior to June 1, 2017 and receiving ten salary equal payments will continue to receive ten salary payments until such time they elect an alternative with the 10th payment schedule.due on the last working day of the school term; 2. Twelve ten payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District last working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, and the tenth and 11th 10th consisting of two payments three checks for the months of July and June, July, August, due on the last working day of the school term, and the 12th payment released on the regularly scheduled monthly June payroll. B. Xxxxx contracted teachers hired before August 30 may request a salary advance equal to one-half of their monthly salary payable on September 15. C. A memberteacher’s per diem shall be the memberteacher’s annual salary divided by the 182 workdays 188 days in the school term. C. Members will have regular pay, addenda, cash-in of personal leave, and mileage reimbursements automatically deposited in any financial institution of their choice.

Salary Placement Errors. 1. If discovery of erroneous information causes the denial of a lateral salary advancement, a member shall have the option of being placed temporarily on the denied column if the District has given erroneous information to the member while working toward such an advancement. The temporary advancement will be allowed for a period not to exceed the then current school year. During this period the member must complete whatever coursework is required to make the salary placement proper. In the event the required coursework is not completed by the beginning of the next school year, the member will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancement. At the member’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periods. 2. The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1.C 1, rests with the affected member. Evidence of an earlier erroneous salary placement that is continued and affects the instant situation would meet this burden of proof. A member’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the member’s burden of proof. 3. A member who whom the District can show should have reasonably known about the error in salary xxx- ary placement in a timely manner and who elected not to bring it to the attention of the District will not be eligible for the temporary upgrade described in Article 120 C.1C 1. 4. If a member is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary xxx- ary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovered. 5. If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discovery. Neither the District nor the member will be required to reimburse the other for any back pay. 6. The initial responsibility for determining salary placement rests with the Human Resources Department. Members have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary schedule. 125 SALARY PAYMENT‌. A. Each member shall elect to receive annual salary in one of the following mannerways: 1. Employees hired prior to June 1, 2017 and receiving ten salary Ten equal payments will continue to receive ten salary payments until such time they elect an alternative with the 10th payment schedule.mailed on or before the 0xx Xxxxxxxx workday following the members’ last working day of the school term; 2. Twelve Eleven payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, the tenth and 11th 10th consisting of two payments checks for the months of July and August, due on the last working day of the school term, and the 12th eleventh payment released mailed on or before the regularly scheduled monthly June payroll0xx Xxxxxxxx workday following the members’ last working day of the school term. B. A member’s per diem shall be the member’s annual salary divided by the 182 workdays in the school term. C. Members will When the District implements direct deposit, members may elect to have regular pay, addenda, cash-in of personal leave, and mileage reimbursements automatically paychecks automati- cally deposited in any Anchorage financial institution of their choice.

Salary Placement Errors. 1. If discovery of erroneous information causes the denial of a lateral salary advancement, a member shall have the option of being placed temporarily on the denied column if the District has given erroneous information to the member while working toward such an advancement. The temporary advancement will be allowed for a period not to exceed the then current school year. During this period the member must complete whatever coursework is required to make the salary placement proper. In the event the required coursework is not completed by the beginning of the next school year, the member will be moved back to the correct salary column and step, and must reimburse the District for any overpayment for the period of the temporary advancement. At the member’s option such reimbursement will be made in either a lump sum payment or by monthly payroll deductions not to exceed nine pay periods. 2. The burden of proving that erroneous information was provided by the District, as referred to in Article 120 C.1., rests with the affected member. Evidence of an earlier erroneous salary placement that is continued and affects the instant situation would meet this burden of proof. A member’s unsubstantiated allegation that verbal information received from the Human Resources Office led to the error would not sustain the member’s burden of proof. 3. A member who the District can show should have reasonably known about the error in salary placement in a timely manner and who elected not to bring it to the attention of the District will not be eligible for the temporary upgrade described in Article 120 C.1. 4. If a member is improperly placed on the salary schedule and the error is discovered before December 1, or within 60 days of employment or initial entitlement, whichever is later, the salary increase or decrease shall be made retroactive only to the start of the school year in which the error was discovered. 5. If a salary placement error is discovered after December 1, or more than 60 days after employment or initial entitlement, whichever is later, the salary increase or decrease shall be made from the date of the discovery. Neither the District nor the member will be required to reimburse the other for any back pay. 6. The initial responsibility for determining salary placement rests with the Human Resources Department. Members have the responsibility for keeping track of the academic credit hours needed for lateral movement on the salary schedule. 125 SALARY PAYMENT‌. A. Each member shall elect to receive annual salary in one of the following ways manner: 1. Employees hired prior to June 1, 2017 and receiving ten salary Ten equal payments will continue to receive ten salary payments until such time they elect an alternative with the 10th payment schedule.released on or before the 0xx Xxxxxxxx workday following the members’ last working day of the school term; 2. Eleven Twelve payments, nine of which shall be paid on the basis of 1/12th of the annual salary and due on the District working day that is on or before the 15th of the month, unless the 15th of the month falls on a Monday which is a District holiday, of the months of September through May, the tenth and 11th consisting of two payments for the months of July and August, due on the last working day of the school term, and the eleventh 12th payment released on or before the 0xx Xxxxxxxx workday following the members’ last working day of the school term the regularly scheduled monthly June payroll. B. A member’s per diem shall be the member’s annual salary divided by the 182 workdays in the school term. C. Members will have regular pay, addenda, cash-in of personal leave, and mileage reimbursements automatically deposited in any financial institution of their choice.