Underpayments or Overpayments. Proper salary range and step placement is the joint responsibility of the unit member and the District. Unit members are encouraged to examine their salary warrants regularly and unit members suspecting a salary or warrant error should bring the matter to the attention of the District Human Resources Office immediately. In the event of underpayment or overpayment in a unit member’s compensation, the following procedures shall control and be applicable only if the unit member, or AFT, on its own behalf, and on behalf of the affected unit member, agrees upon the fact and amount of underpayment or overpayment, and upon use of these procedures. Should underpayment or overpayment in compensation occur, for purposes of determining the amount to be refunded or collected, retroactivity shall be limited to one
(1) calendar year from the time the error is brought to the attention of the affected unit member or Human Resources. If the error cannot be corrected prior to the issuance of the subsequent pay warrant, retroactivity will be extended until a correct pay warrant is issued. In cases of underpayment, the District will issue a supplementary warrant for the amount due the unit member. In cases of overpayment, the unit member shall pay the full amount back to the District within one (1) calendar year from the date of the issuance of the unit member’s first pay warrant which includes a deduction for a portion of the overpayment. In cases where the one (1) year time frame would cause the monthly repayment deduction to exceed five percent (5%) of the affected unit member’s gross pay for that month, said deduction shall be limited to five percent (5%) of the unit member’s gross pay, and the time frame for repayment shall be extended until the full amount is repaid.
Underpayments or Overpayments. (Continued) In cases of overpayment, the unit member shall pay the full amount back to the District within one (1) calendar year from the date of the issuance of the unit member’s first pay warrant which includes a deduction for a portion of the overpayment. In cases where the one (1) year time frame would cause the monthly repayment deduction to exceed five percent (5%) of the affected unit member’s gross pay for that month, said deduction shall be limited to five percent (5%) of the unit member’s gross pay, and the time frame for repayment shall be extended until the full amount is repaid.
Underpayments or Overpayments. Proper salary range and step placement is the joint responsibility of the unit member and the District. Unit members are encouraged to examine their salary warrants regularly and unit members suspecting a salary or warrant error should bring the matter to the attention of the District Human Resources Office immediately. In the event of underpayment or overpayment in a unit member’s compensation, the following procedures shall control and be applicable only if the unit member, or AFT, on its own behalf, and on behalf of the affected unit member, agrees upon the fact and amount of underpayment or overpayment, and upon use of these procedures. Should underpayment or overpayment in compensation occur, for purposes of determining the amount to be refunded or collected, retroactivity shall be limited to one
(1) calendar year from the time the error is brought to the attention of the affected unit member or Human Resources. If the error cannot be corrected prior to the issuance of the subsequent pay warrant, retroactivity will be extended until a correct pay warrant is issued. In cases of underpayment, the District will issue a supplementary warrant for the amount due the unit member.
Underpayments or Overpayments. Proper salary class and step placement and payment by stipend are joint responsibilities of the employee and the District. Each instructor shall be responsible for maintaining up-to-date records of college courses completed and other work accomplished which apply toward salary class advancement. Should an instructor suspect that s/he is placed incorrectly on the salary schedule, that information should be brought to the attention of the District immediately. In the event that an incorrect salary placement or payment by stipend results in an underpayment, the District will issue a supplementary warrant for the amount due the instructor. Should the incorrect salary placement or payment by stipend result in an overpayment, the District is required to recover the full amount of such overpayment. No action seeking recovery of salary based upon alleged erroneous placement on the salary schedule or incorrect payment by stipend shall be maintained unless a claim relating thereto had been filed with the District in accordance with Division 3.6 of Title 1 of the Government Code within one year after the accrual of the cause of action.
Underpayments or Overpayments. If such accounting firm correctly identifies an underpayment or overpayment of royalties made by UCB during such period, UCB shall pay FivePrime the amount of the underpayment within *** days of the date FivePrime delivers to UCB such accounting firm’s written report so concluding, and any overpayments will be fully creditable against amounts payable to FivePrime in subsequent periods. For clarity, upon expiration of the *** year period following the end of a Calendar Year, and absent willful misconduct or fraud on the part of UCB or its Affiliates or Sublicensees, the calculation of royalties payable by UCB to FivePrime under this Agreement with respect to such Calendar Year shall be binding and conclusive on the Parties.
Underpayments or Overpayments. Each unit member is encouraged to review their annual salary placement and to examine all pay warrants carefully. If an incorrect salary placement has been made or an individual pay warrant is in error, this information must be brought to the attention of the District immediately. Overpayments and underpayments are not subject to the accumulation of earned interest. If an incorrect salary placement or warrant results in an underpayment, the District shall, within five workdays following such determination, provide the unit member with a written statement of the correction and issue a supplemental pay warrant for the amount due. Board of Education By- Laws limit the time period for submitting claims due to underpayment of wages to one (1) year from the date the underpayment began. If the incorrect placement or warrant results in an overpayment, the District is required to recover the full amount overpaid. The District will provide the unit member with a written, detailed description of the overpayment including the calculations. The recovery schedule for the overpayment will include consideration to both the District and the unit member.
Underpayments or Overpayments. Each employee is encouraged to review the annual salary placement and to examine all pay warrants carefully. If an incorrect salary placement has been made or an individual pay warrant is in error, this information must be brought to the attention of the district immediately. Overpayments and underpayments are not subject to the accumulation of earned interest. If an incorrect salary placement or warrant results in an underpayment, the district will issue a supplementary warrant for the total amount due as soon as possible. If the incorrect placement or warrant results in an overpayment, the district is required to recover the total amount overpaid. The recovery schedule will include consideration to both the district and the unit member.
5. 00 RULES AND REGULATIONS FOR THE ADMINISTRATION OF THE EARLY CHILDHOOD EDUCATION PROGRAM SALARY SCHEDULE
5.01 Pay Determination for a Partial Year of Service -- When a unit member works less than a full school year the annual salary must be reduced in accordance with existing law. The annual salary for a partial work year will bear the same ratio to the regular annual salary as the actual days worked bear to the total number of days in the board-adopted calendar for the unit member's assignment (e.g., ten (10)-, eleven (11)-, and twelve (12)-month work year).
5.02 Step Advancement -- Step advancements are effective on the beginning date of contract service in the school year immediately following the school year in which the qualifying service was rendered. A unit member who is in contract paid status for seventy-five percent (75%) or more of the number of days in the base certificated work year, regardless of the percentage assignment, will advance one (1) step for each year of creditable service until the maximum step is reached. Summer school and intersession service and any other service rendered outside the regular board-adopted calendar for the unit member's assignment year will not count for step advancement. Days absent due to the unit member's job-related illness or injury for which workers' compensation insurance benefits are awarded are considered days in paid status. Part time unit members who work less than one hundred thirty-eight (138) days in one (1) school year, but work a total of one hundred thirty-eight (138) or more days in two (2) consecutive school years can accumulate days worked from both years in order to qualify for step advancement. Xxxx worked in the final year of accumulation cannot be com...
Underpayments or Overpayments. Each employee is encouraged to review the annual salary placement and to examine all pay warrants carefully. If an incorrect salary placement has been made or an individual pay warrant is in error this information must be brought to the attention of the district immediately. Overpayments and underpayments are not subject to the accumulation of earned interest. If an incorrect salary placement or warrant results in an underpayment the district will issue a supplementary warrant for the amount due as soon as possible. Board of Education By-Laws limit the time period for submitting claims due to underpayment of wages to one year from the date the underpayment began. If the incorrect placement or warrant results in an overpayment the district is required to recover the full amount overpaid. The recovery schedule will include consideration to both the district and the employee.
Underpayments or Overpayments. Proper salary class and step placement is a joint responsibility of the employee and the District. Instructors are encouraged to keep up-to-date records of college courses they have completed and other accomplishments which apply toward salary class advancement. Instructors suspecting that they are incorrectly placed on the salary schedule should bring this information to the attention of the District Human Resources Office immediately. Should underpayment or overpayment in compensation occur, for purposes of determining the amount to be refunded or collected, retroactivity shall be limited to one (1) calendar year from the time the error is brought to the attention of the affected faculty member or Human Resources. If the error cannot be corrected prior to the issuance of the subsequent pay warrant, retroactivity will be extended until a correct pay warrant is issued. In cases of underpayment, the District will issue a supplementary warrant for the amount due the faculty member.
Underpayments or Overpayments. (continued) In cases of overpayment, the faculty member shall pay the full amount back to the District within one (1) calendar year from the date of the issuance of the faculty member’s first pay warrant which includes a deduction for a portion of the overpayment. In cases where the one (1) year time frame would cause the monthly repayment deduction to exceed five percent (5%) of the affected faculty member’s gross pay for that month, said deduction shall be limited to five percent (5%) of the faculty member’s gross pay, and the time frame for repayment shall be extended until the full amount is repaid.
