Pay Check Errors Clause Samples
The "Pay Check Errors" clause outlines the procedures and responsibilities for addressing mistakes in employee paychecks. Typically, this clause requires employees to promptly notify their employer of any discrepancies, such as underpayments or overpayments, and sets forth the employer’s obligation to investigate and correct the error within a specified timeframe. Its core function is to ensure timely resolution of payroll mistakes, thereby protecting both parties from ongoing financial inaccuracies and maintaining trust in the payroll process.
Pay Check Errors. It is recognized that the employee is responsible for completing their time card accurately according to Swedish ▇▇▇▇▇▇▇ policy. When an error is made by the Employer of four (4) hours or greater, the Employer will provide the employee with a corrected amount via direct deposit within two (2) business days. If the Employer error is for less than four (4) hours, then the employee will receive the corrected amount in the next pay cycle. Notice of errors must be submitted in writing to the Payroll Department by the employee’s manager. Employee errors will be corrected on the next full pay cycle provided the notice of errors is submitted in writing to the Payroll Department by the employee’s manager no later than one (1) week following the pay period in which the error occurred.
Pay Check Errors. It is recognized that the nurse is responsible for completing their time card accurately according to Swedish Medical Center policy. When an error is made by the Employer of four (4) hours or greater, the Employer will provide the employee with a corrected amount via direct deposit within two business days. If the Employer error is for less than four
Pay Check Errors. In the event one or more overpayment error(s) occur which result in a net overpayment of more than fifty dollars ($50), the employee will be allowed to repay the overpayment in the same amount and manner as the overpayment occurred or according to a mutually agreed payment plan. The employee will be notified prior to the start of the repayment deduction(s) except that an employee who is separating from county employment shall have all monies due the County withheld from his/her final paycheck.
Pay Check Errors. If an employee receives a pay check which has an error in the amount of compensation to be received, a newcheck will be issued within forty-eight (48) hours, exclusive of Saturdays, Sundays and holidays from the time the Department is made aware of and verifies that the pay check amount is in error. Pay errors found in employee pay shall be corrected as so on as possible as to current pay rate but that no recovery of either overpayments or underpayments to an employee shall be made retroactively except for the two (2) year period immediately preceding discovery of the pay error. This provision shall apply regardless of whether the error was made by the employee, the appointing authority or designee, or the Auditor-Controller or designee. Recovery of fraudulently accrued over or underpayments are excluded from this section for both parties. When the District notifies an employee of an overpayment and proposed repayment schedule and the employee wishes to meet with the District, a meeting will be held at which time a repayment schedule shall be determined. If requested by the employee, a Union representative may be present at a meeting with management to discuss a repayment schedule in the case of overpayments to the employee.
Pay Check Errors. In the event one or more overpayment error(s) occur which result in a net overpayment of more than fifty dollars ($50), the employee wil l be allowed to repay the overpayment in the same amount and manner as the overpayment occurred. The employee wil l be notified prior to the start of the repayment deduction(s) except that an employee who is separating from county employment shall have all monies due the County withheld from his/her final paycheck. It is the expectation that employees wil l report overpayment immediately. "Y-rating" is a procedure whereby an employee who is reclassified to a class having a lower salary range than his/her current class may retain his/her current salary after the reclassification to the lower class. The employee's salary at the time o f the Y-rate shall not increase until such time as the maximum salary o f the class to which the employee was reclassified exceeds the employee's salary. \When an employee's current rate of pay falls between the step authorized for the lower paid class, he or she shall continue to receive the current rate of pay until such time as an authorized increase in pay or step increase can be granted which places the employee at a step in the range without increasing his/her salary by an amount more than that normally provided by the salary increase or step advancement. The salary on Y-rate shall be only the rate of pay in effect for the employee's class and step on the day prior to the effective date o f the Y-rate action, as approved by the Board of Supervisors. Bilingual, float and charge pay differentials shall not be added to the Y- rate. The Assistant CAO - Human Resources shall have the sole authority to approve or deny a Y-rate for an employee who is reclassified to a lower class. A permanent employee with over one (1) year o f continuous service and who is not on probation in a class at the time of his/her reclassification to a lower class who is denied the application of a Y-rate by the Assistant CAO - Human Resources or his/her designee may appeal such denial to a joint committee consisting of a designee of the Assistant CAO - Human Resources or his/her designee, a representative chosen by the Union and a third party chosen by the first two appointees. Al l other employees not Y-rated shall have no appeal. Y rating is not subject to the grievance procedure.
Pay Check Errors. It is recognized that the employee is responsible for completing their time card accurately according to Swedish Medical Center policy. When an error is made by the