Salary Overpayment. In the event the District believes a salary overpayment has been made, the employee and the Association shall be notified within ten (10) days of the District’s verification of the alleged overpayment. The District shall provide the documentation relevant to the overpayment to the employee and the Association to give the employee an opportunity to challenge the claim of overpayment. Deductions for repayment of overpayments from assignments or work years that have been completed shall not begin until at least one month after notification. In the event the employee disputes the terms of the repayment schedule, the District, employee and Association will jointly create a repayment plan that is mutually acceptable to all parties. If an agreement is not reached, a grievance may be filed under Article IX.
Salary Overpayment. The College shall have the right to deduct any salary overpayments to an employee from compensation due to that employee. Should this occur, the employee shall be notified in writing of the amount in question. The repayment schedule shall be developed by mutual agreement.
Salary Overpayment. In the event an employee receives a salary overpayment, the process outlined in RCW 49.48.200 and RCW 49.48.210 (10) will be used to administer the recovery of wages or any associated challenge.
Salary Overpayment. Any salary overpayment shall be corrected by payroll deduction pursuant to a mutually agreed upon repayment schedule which shall not exceed six (6) months.
Salary Overpayment. Salary overpayment resulting from:
Salary Overpayment. Any salary overpayment shall be corrected by payroll deduction pursuant to a mutually agreed upon repayment schedule which shall not exceed one (1) year. In the case of severe hardship, the District will approve a fair and equitable repayment schedule of longer than one (1) year. All salary overpayments are due in full upon separation from service for any reason.
Salary Overpayment. 19.10.1 Any unit member who has been overpaid shall report such error to the Human Resources Department or Accounting Office as soon as possible. Also, if the District becomes aware that a unit member has been overpaid, the District shall notify the unit member of the overpayment.
Salary Overpayment. The Board shall have the right to deduct any salary overpayments to an employee from compensation due to that employee. Should this occur, the employee shall be notified, in writing, of the amount in question. The repayment schedule shall be developed by mutual agreement.
Salary Overpayment. In the event an employee receives a salary overpayment the process outlined in RCW
Salary Overpayment. The College shall have the right to deduct any salary overpayments to an employee from compensation due to that employee. Should this occur, the employee shall be notified in writing of the amount in question. The repayment schedule shall be developed by mutual agreement. EXHIBIT A SCAOP Performance Review Employee Date of Hire Evaluation Date Probation The agreement between the Board of Trustees and the Association of Office Personnel states that during the probationary period at least two (2) written evaluations shall be made by the immediate supervisor and these written reviews shall become part of the employee’s employment record. These reports are designed to protect the rights of the employee and the College by making both parties aware of the individual’s progress. The initial evaluation must be done at the end of one and one-half months employment. Each evaluation will be discussed with the employee. The file copy shall be signed by the employee and a copy presented to the employee. Please use this form for evaluating this employee. Include a concise statement regarding strong points and/or problem areas, as well as your recommendation for or against regular status. Regular The annual performance review shall be written. It shall be discussed with the employee and signed by the employee. A copy shall be furnished the employee and the employee is entitled to answer, explain, or clarify the evaluation. Please use the following numerical ratings in your evaluation of the above employee: 5 = Excellent 3 = Average 1* = Unacceptable
