Your Workweeks Based on Defendant’s Records Sample Clauses

Your Workweeks Based on Defendant’s Records. According to Defendant's records: • From December 17, 2016 through [August 5, 2022, or the Alternate End Date, if applicable pursuant to Section IV.C.5 of the Settlement Agreement] (i.e., Class Period), you are credited as having worked [ ] Workweeks. • From November 5, 2019 through [August 5, 2022, or the Alternate End Date, if applicable pursuant to Section IV.C.5 of the Settlement Agreement] (i.e., PAGA Period), you are credited as having worked [ ] Workweeks. If you wish to dispute the Workweeks credited to you, you must submit a written dispute (“Workweeks Dispute”) to the Settlement Administrator at the address specified in Section IV.B below, by mail, postmarked no later than [the Response Deadline]. The Workweeks Dispute must: (1) contain the case name and number of the Action (Xxxx Xxxxxx Xxxxx v. Jupiter, LLC, Case No. RG20084193); (2) state your full name, address, telephone number, and last four digits of your Social Security number; (3) be signed; (4) clearly state that you dispute the number of Workweeks credited to you and state the number of Workweeks you believe are correct; and (5) attach any documentation to support the dispute.
Sample 1
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Your Workweeks Based on Defendant’s Records. According to Defendants’ payroll records: A. If you wish to dispute the Workweeks credited to you, you may submit such dispute (a “Workweeks Dispute”) in writing to the Settlement Administrator. The written dispute must: (a) contain your full name, address, telephone number, the last four digits of your Social Security Number, and signature; (b) contain the case name and number of the coordinated action (iPayment Wage and Hour Cases, Los Angeles County Superior Court, Case No. JCCP5009); (c) contain a clear statement indicating that you dispute the number of Workweeks credited to you; (d) documentation that supports your belief that you should be credited with a different number of Workweeks; and (e) be mailed to the Settlement Administrator at the address listed in Section IV.B below, postmarked no later than [Response Deadline].
Sample 1
Your Workweeks Based on Defendant’s Records. According to Defendant’s records, you have been credited with [ ] Workweeks during the Class Period, i.e. from October 15, 2015 through October 8, 2021. If you wish to dispute the Workweeks credited to you, you may submit your dispute by way of written letter that is sent to the Settlement Administrator. The written letter must (a) include the case name and number of the Action (Xxxxx Xxxxxxxxx
Sample 1
Your Workweeks Based on Defendant’s Records. According to Defendant’s records: Between March 29, 2015 to and including October 15, 2020, you worked for Defendant (i.e., Blood Centers of the Pacific, BloodSource, Inc. and/or Vitalant) as a non-exempt employee for Workweeks. If you wish to dispute the number of Workweeks credited to you, you must mail a written dispute (“Workweeks Dispute”) to the Settlement Administrator, postmarked no later than [Response Deadline], at the address listed in Section IV.B below. The Workweeks Dispute must include: (a) your full name, address, telephone number, and last four digits of your Social Security Number; (b) the case name and number of the Action (Xxxx Xxxxxxxxxx v. Blood Centers of the Pacific, et al., Case No. 3:19-cv-04592-JCS); (c) be signed by you; (d) a statement indicating that you seek to dispute number of Workweeks credited to you and the number of Workweeks that you contend should be credited to you; and (e) documentation and/or other facts supporting your position.
Sample 1
Your Workweeks Based on Defendant’s Records. According to Defendant’s records: From May 3, 2017 through November 11, 2022 (i.e., Class Period), you are credited as having worked [ ] Workweeks. From April 5, 2020 through November 11, 2022 (i.e., PAGA Period), you are credited as having worked [ ] Workweeks. If you wish to dispute the Workweeks credited to you, you must submit a written dispute (“Workweeks Dispute”) that: (a) contains the case name and number of the Action (Xxxxxx Xxxxxxxxx x. Xxxxx & Associates, Inc., Tulare County Superior Court, Case No. VCU286985); (b) contains your full name, address, telephone number, signature, and last four (4) digits of your Social Security number; (c) contains a statement setting forth the number of Workweeks during the Class Period and/or PAGA Period that you contend is correct; (d) includes information and/or attaches documentation demonstrating that the number of Workweeks that you contend should be credited to you for the Class Period and/or PAGA Period; and (e) is submitted to the Settlement Administrator by mail at the specified address listed in Section IV.B. below, postmarked no later than [Response Deadline].
Sample 1
Your Workweeks Based on Defendant’s Records. The Workweeks of each Class Member and PAGA Workweeks of each PAGA Member were calculated based on Defendant’s records. According to Defendant’s records: (a) contain your full name, address, telephone number, and the last four digits of your Social Security number, signature, and date; (b) contain a clear statement explaining that you dispute the number of Workweeks credited to you and the reasons for doing so; (c) the number of Workweeks you contend is correct; and (d) if available, attach documentation to support your position.
Sample 1
Your Workweeks Based on Defendant’s Records. According to Defendant’s records: (1) contain the case name and number of the Action; (2) be signed by you; (3) contain your full name, address, and telephone number;
Sample 1
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Related to Your Workweeks Based on Defendant’s Records

  • Safe Working Conditions The Employer undertakes to maintain office furniture, equipment, etc., in a practical and safe condition in order to avoid injury to employees or damage to their attire. Employees, for their part and in their own interest, are expected to advise the Employer of any such potentially injurious equipment.

  • Certification of Meeting or Exceeding Tobacco-Free Workplace Policy Minimum Standards A. Grantee certifies that it has adopted and enforces a Tobacco-Free Workplace Policy that meets or exceeds all of the following minimum standards of: i. Prohibiting the use of all forms of tobacco products, including but not limited to cigarettes, cigars, pipes, water pipes (hookah), bidis, kreteks, electronic cigarettes, smokeless tobacco, snuff and chewing tobacco; ii. Designating the property to which this Policy applies as a "designated area,” which must at least comprise all buildings and structures where activities funded under this Grant Agreement are taking place, as well as Grantee owned, leased, or controlled sidewalks, parking lots, walkways, and attached parking structures immediately adjacent to this designated area; iii. Applying to all employees and visitors in this designated area; and iv. Providing for or referring its employees to tobacco use cessation services. B. If Grantee cannot meet these minimum standards, it must obtain a waiver from the System Agency.

  • Referral to Arbitration: Provincial Matters a. If the grievance is not resolved at Step Three within ten (10) working days of the meeting referred to in Article A.6.4, the BCTF or BCPSEA where applicable may refer a “provincial matters grievance,” as defined in Appendix 1 and Addenda, to arbitration within a further fifteen (15) working days. b. The referral to arbitration shall be in writing and should note that it is a “provincial matters grievance.” The parties shall agree upon an arbitrator within ten (10) working days of such notice.

  • Referral to Arbitration: Local Matters a. If the grievance is not resolved at Step Three within ten (10) working days of the meeting referred to in Article A.6.4, the local or the employer where applicable may refer a "local matters grievance," as defined in Appendix 2 and Addenda, to arbitration within a further fifteen (15) working days. b. The referral to arbitration shall be in writing and should note that it is a “local matters grievance.” The parties shall agree upon an arbitrator within ten (10) working days of such notice.

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