Procedure for Addressing Significant Overpayment Errors Sample Clauses

Procedure for Addressing Significant Overpayment Errors. In the case of a significant overpayment, deductions from biweekly compensation shall be based on a repayment schedule established by the District. The District, at its discretion, may limit the amount of repayment to less than the two (2) year retroactive period described above. The reduction of a reimbursement period will be based on the nature of the error and whether the employee took reasonable preventative action by routinely reviewing the accuracy of his/her biweekly compensation.
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Procedure for Addressing Significant Overpayment Errors. In the case of a significant overpayment, deductions from biweekly compensation shall be based on a repayment schedule established by the District. The District, at its discretion, may limit the amount of repayment to less than the two (2) year retroactive period described above. The reduction of a reimbursement period will be based on the nature of the error and whether the employee took reasonable preventative action by routinely reviewing the accuracy of his/her biweekly compensation. SECTION 1. The parties recognize that professional growth is an inherent continuing obligation of professional employees. To that end, professional employees shall avail themselves of opportunities for improving their skills. Professional reading, participation in the professional activities of professional organizations, formal and informal study, workshops, in-service training courses, membership dues in professional organizations directly related to the employee’s current position, and community activities are examples of the kinds of involvement expected of professional employees and encouraged by the Board of Education. SECTION 2. For fiscal year 2002 and thereafter, an amount of $500 per fiscal year shall be provided for each employee for an employee’s professional growth. These funds may be applied to pay the costs for attendance at national or regional conventions, workshops, clinics or other professional meetings, and memberships in professional organizations approved by the employee’s immediate supervisor. Meetings that have negotiations as a principle topic shall not be deemed appropriate for purposes of this Article. “Costs for attendance” shall mean registration fees, lodging, books and materials, food and travel. Expenses to be reimbursed shall be properly documented upon the appropriate voucher form in accordance with District regulations and procedures. The District has informed and trained supervisors and Human Resources of the mutual benefit and importance of professional development. If an employee is denied application of this benefit the individual is encouraged to bring the denial to the attention of the Association in a timely manner to address the issue through the appropriate process.
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Procedure for Addressing Significant Overpayment Errors. In the case of a significant overpayment, deductions from bi-weekly compensation shall be based on a repayment schedule established by the District. The District, at its discretion, may limit the amount of repayment to less than the two-year retroactive period described above. The reduction of a reimbursement period will be based on the nature of the error and whether the employee took reasonable preventative action by routinely reviewing the accuracy of their biweekly compensation. SECTION 1. Classes Teaching assistants are employed in two classifications which are: Class I Teaching Assistant Class II Teaching Assistant SECTION 2. Description of Function Types Class I Teaching Assistant: Identifies employees who perform several distinct and specific types of functions. They include:  Instructional (Examples: Title I, ▇▇▇▇, AOM)  K-12 general, office and staff assistanceCommunity Education (Example: Discovery Club, ECFE)  Bus Duty, if required. Class II Teaching Assistants: Identifies employees who are regularly assigned to perform Special Education functions on a daily basis and bus duty, if required. Satisfactory completion of any required training program must be completed when such training is scheduled and available.
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Procedure for Addressing Significant Overpayment Errors. In the case of a significant overpayment, deductions from biweekly compensation shall be based on a repayment schedule established by the District. The District, at its discretion, may limit the amount of repayment to less than the two (2) year retroactive period described above. The reduction of a reimbursement period will be based on the nature of the error and whether the employee took reasonable preventative action by routinely reviewing the accuracy of his/her biweekly compensation. LANE <BA+60MA BA+60/MA MA+15 MA+30 MA+45 MA60/SPEC Ph.D. Assist. Director STEP 6 7/8 9 10 11 12/13 14 56G 1 2 $80,514 $81,129 $82,089 $83,053 $84,014 $84,973 $85,932 3 $83,212 $83,827 $84,821 $85,816 $86,812 $87,805 $88,798 4 $85,833 $86,449 $87,441 $88,439 $89,434 $90,426 $91,419 5 $89,788 $90,403 $91,443 $92,489 $93,531 $94,572 $95,613 6 $92,980 $93,595 $94,637 $95,682 $96,723 $97,764 $98,805 7 $97,852 $98,467 $99,505 $100,667 $101,766 $102,862 $103,959 8 $102,178 $102,793 $103,940 $105,091 $106,240 $107,386 $108,533 9 $106,835 $107,450 $108,648 $109,851 $111,053 $112,251 $113,449 10 $108,938 $109,562 $110,778 $112,000 $113,219 $114,435 $115,651 LANE <BA+60MA BA+60/MA MA+15 MA+30 MA+45 MA60/SPEC Ph.D. 56F 1 2 $78,209 $78,824 $79,783 $80,743 $81,704 $82,666 $83,626 3 $80,825 $81,441 $82,432 $83,428 $84,421 $85,416 $86,411 4 $83,447 $84,062 $85,055 $86,051 $87,043 $88,039 $89,033 5 $86,617 $87,902 $88,942 $89,985 $91,026 $92,070 $93,111 6 $90,479 $91,094 $92,134 $93,177 $94,218 $95,263 $96,303 7 $95,216 $95,831 $96,927 $98,027 $99,125 $100,225 $101,322 8 $99,423 $100,038 $101,184 $102,333 $103,480 $104,630 $105,777 9 $103,955 $104,570 $105,767 $106,969 $108,168 $109,370 $110,568 10 $106,014 $106,639 $107,854 $109,074 $110,290 $111,511 $112,727 LANE <BA+60MA BA+60/MA MA+15 MA+30 MA+45 MA60/SPEC Ph.D. 56E 2 $74,363 $74,979 $75,940 $76,899 $77,860 $78,824 $79,783 3 $76,845 $77,460 $78,454 $79,449 $80,442 $81,441 $82,433 4 $79,467 $80,082 $81,077 $82,071 $83,065 $84,062 $85,055 5 $83,116 $83,731 $84,774 $85,814 $86,857 $87,902 $88,942 6 $86,308 $86,924 $87,966 $89,007 $90,048 $91,094 $92,135 7 $90,819 $91,434 $92,532 $93,631 $94,729 $95,831 $96,927 8 $94,828 $95,443 $96,591 $97,739 $98,886 $100,038 $101,184 9 $99,152 $99,767 $100,966 $102,167 $103,366 $104,570 $105,767 10 $101,139 $101,764 $102,980 $104,200 $105,415 $106,639 $107,854 LANE <BA+60MA BA+60/MA MA+15 MA+30 MA+45 MA60/SPEC Ph.D. Assist. Superv. 2 $72,058 $72,673 $73,637 $74,596 $75,556 $76,517 $77,478 Consultant I 3...
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Related to Procedure for Addressing Significant Overpayment Errors

  • Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the ▇▇▇▇▇▇▇ or the Union.

  • Procedure for Payment Whenever a payment for fractional Rights, Preferred Shares or Common Shares is to be made by the Rights Agent pursuant to this Agreement, the Company will (i) promptly prepare and deliver to the Rights Agent a certificate setting forth in reasonable detail the facts related to such payment and the prices or formulas utilized in calculating such payments; and (ii) provide sufficient monies to the Rights Agent to make such payments. The Rights Agent will be fully protected in relying upon such certificate and will have no duty with respect thereto, and will not be deemed to have knowledge of any payment for fractional Rights, Preferred Shares or Common Shares pursuant to this Agreement unless and until the Rights Agent has received such certificate and sufficient monies.

  • ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his ▇▇▇▇▇▇▇, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief ▇▇▇▇▇▇▇ and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either ▇▇▇▇▇ ▇▇▇▇▇ or ▇▇▇▇▇▇ ▇▇▇▇ to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.

  • 000 GRIEVANCE PROCEDURE 7. 100 It is agreed that it is the spirit and intent of this Agreement to adjust grievances promptly. All grievances, including discharge for just cause, but not those pertaining to jurisdictional disputes that may arise on any work covered by this Agreement, must be initiated within fifteen (15) working days of the incident by either the employee in Step I or the Local Union in Step II and shall be handled in the following manner: