Your Workweeks Based on Defendant’s Records Sample Clauses

Your Workweeks Based on Defendant’s Records. According to Defendants’ payroll records: From October 18, 2013 to [Preliminary Approval Date], you worked [ ] Workweeks at Defendants iPayment, Inc. and/or Leaders Merchant Services, LLC. From June 6, 2015 to [Preliminary Approval Date], you worked [ ] Workweeks at Defendant Paysafe Partners L.P.
Sample 1
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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: Between January 31, 206 through [DATE OF PRELIMINARY APPROVAL OF THE SETTLEMENT], you worked for Defendant in California as an hourly-paid and/or non-exempt employee for [ ] Workweeks. Between November 27, 2018 through [DATE OF PRELIMINARY APPROVAL OF THE SETTLEMENT], you worked for Defendant in California as an hourly-paid and/or non-exempt employee for [ ] PAGA Workweeks.
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. 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
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

Related to Your Workweeks Based on Defendant’s Records

  • GEOGRAPHIC AREA AND SECTOR SPECIFIC ALLOWANCES, CONDITIONS AND EXCEPTIONS The following allowances and conditions shall apply where relevant: Where the company does work which falls under the following headings, the company agrees to pay and observe the relevant respective conditions and/or exceptions set out below in each case.

  • GENERAL WORKING CONDITIONS The District has empowered school communities to make decisions at the school level in return for accountability for results. To maximize the likelihood of success, each school must be permitted to implement programs that meet the needs of its students and community. Through a school-based decision-making process, each school will define the staff working conditions necessary for student success. School leadership teams will create and publish annual “school operational plans” which will outline working conditions of staff in the building. Such operational plans will be subject to the Superintendent’s review and approval.

  • Return of Materials Pertaining to Work Product Upon the request of Customer, but in any event upon termination or expiration of this Contract or a Statement of Work, Vendor shall surrender to Customer all documents and things pertaining to the Work Product, including but not limited to drafts, memoranda, notes, records, drawings, manuals, computer software, reports, data, and all other documents or materials (and copies of same) generated or developed by Vendor or furnished by Customer to Vendor, including all materials embodying the Work Product, any Customer confidential information, or Intellectual Property Rights in such Work Product, regardless of whether complete or incomplete. This section is intended to apply to all Work Product as well as to all documents and things furnished to Vendor by Customer or by anyone else that pertain to the Work Product.

  • 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:

  • Code of Basic Working Conditions and Human Rights Xxxxx is committed to providing a safe and secure working environment and the protection and advancement of basic human rights in its worldwide operations. In furtherance of this commitment, Xxxxx has adopted a Code of Basic Working Conditions and Human Rights setting out in detail the measures it takes to ensure this commitment is fulfilled. This code may be downloaded at xxxxx://xxx.xxxxxx.xxx/principles/xxxxx-xxxxxx.xxxx. Xxxxx strongly encourages Seller to adopt and enforce concepts similar to those embodied in the Boeing Code, including conducting Seller’s operations in a manner that is fully compliant with all applicable laws and regulations pertaining to fair wages and treatment, freedom of association, personal privacy, collective bargaining, workplace safety and environmental protection. Seller shall include the substance of this clause, including this flowdown requirement, in all subcontracts awarded by Seller for work under this Contract.

  • Returning to Work After a Period of Parental Leave (a) An employee will notify of their intention to return to work after a period of parental leave at least four weeks prior to the expiration of the leave.

  • File Management and Record Retention relating to CRF Eligible Persons or Households Grantee must maintain a separate file for every applicant, Eligible Person, or Household, regardless of whether the request was approved or denied.

  • Minimum Site Requirements for TIPS Sales (when applicable to TIPS Sale). Cleanup: When performing work on site at a TIPS Member’s property, Vendor shall clean up and remove all debris and rubbish resulting from their work as required or directed by the TIPS Member or as agreed by the parties. Upon completion of work, the premises shall be left in good repair and an orderly, neat, clean and unobstructed condition. Preparation: Vendor shall not begin a project for which a TIPS Member has not prepared the site, unless Vendor does the preparation work at no cost, or until TIPS Member includes the cost of site preparation in the TIPS Sale Site preparation includes, but is not limited to: moving furniture, installing wiring for networks or power, and similar pre‐installation requirements. Registered Sex Offender Restrictions: For work to be performed at schools, Vendor agrees that no employee of Vendor or a subcontractor who has been adjudicated to be a registered sex offender will perform work at any time when students are, or reasonably expected to be, present unless otherwise agreed by the TIPS Member. Vendor agrees that a violation of this condition shall be considered a material breach and may result in the cancellation of the TIPS Sale at the TIPS Member’s discretion. Vendor must identify any additional costs associated with compliance of this term. If no costs are specified, compliance with this term will be provided at no additional charge. Safety Measures: Vendor shall take all reasonable precautions for the safety of employees on the worksite, and shall erect and properly maintain all necessary safeguards for protection of workers and the public. Vendor shall post warning signs against all hazards created by the operation and work in progress. Proper precautions shall be taken pursuant to state law and standard practices to protect workers, general public and existing structures from injury or damage. Smoking: Persons working under Agreement shall adhere to the TIPS Member’s or local smoking statutes, codes, ordinances, and policies.

  • Continuous, Intermittent, and Reduced Work Schedule Leave All leave granted under this Article shall normally be for a continuous period of time for each incident. An employee shall be permitted to take intermittent leave or work on a reduced schedule to take care of a family member with a serious health condition or for his/her own serious health condition when it is medically necessary. Management may require the employee to transfer temporarily to an available alternative position with equivalent compensation for which the employee is qualified that accommodates recurring periods of leave better than the employee’s regular position. Employees who elect a part-time schedule shall receive prorated compensated time off benefits in accordance with Section 4.110 of the Los Angeles Administrative Code during the duration of their part-time schedule. In accordance with the California Family Rights Act (CFRA), leave for the birth, adoption or xxxxxx care placement of a child of an employee (“bonding” leave) does not have to be taken in one continuous period of time. Under CFRA, the basic minimum duration of bonding leave is two weeks, and on any two occasions an employee is entitled to such bonding leave for a time period of not less than one day but less than two weeks’ duration. Any other form of intermittent leave, or work on a reduced schedule, for the purpose of bonding leave shall only be permitted at the discretion of Management. Bonding leave must be concluded within one year of the birth or placement of the child.

  • Technical Objections to Grievances It is the intent of both Parties of this Agreement that no grievance shall be defeated merely because of a technical error, other than time limitations in processing the grievance through the grievance procedure. To this end, an arbitration board shall have the power to allow all necessary amendments to the grievance and the power to waive formal procedural irregularities in the processing of a grievance, in order to determine the real matter in dispute and to render a decision according to equitable principles and the justice of the case.

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