PAYROLL POLICY Sample Clauses
The Payroll Policy clause defines the rules and procedures governing how employees are compensated for their work. It typically outlines the frequency of wage payments, methods of payment (such as direct deposit or check), and any deductions or withholdings required by law or company policy. This clause ensures that both the employer and employees have a clear understanding of payroll processes, reducing confusion and helping to prevent disputes related to compensation.
PAYROLL POLICY. I - 1 Pay will be issued bi-weekly by direct deposit complete with a statement of earnings and deductions, as per standard practice. If the Health Centre has made an error in pay of 7.5 hours or more the employer will issue a payment within three (3) business days.
PAYROLL POLICY. I - 1 Pay will be issued bi-weekly by direct deposit complete with a statement of earnings and deductions, as per standard practise.
PAYROLL POLICY. 1. Payroll checks will be distributed on alternative Fridays during the 11 month work year or, at the option of the administrator, during the twelve month fis cal year.
2. A schedule of paydays will be distributed to members of the Association.
PAYROLL POLICY. 3400 Payroll checks will be distributed on alternate Fridays commencing on the second Friday after the opening of school in September. 3401 Representatives of the Administration and the Association will prepare necessary legal forms to be distributed to all teachers by April 1 of each year. These forms are to be returned by May 15 of each year, in order that teachers may indicate their preference of twenty-two or twenty-six payroll checks, both payroll plans to be implemented for the following school year.
PAYROLL POLICY. Pay will be issued complete with a statement of earnings and deductions. The vacation credits standing to each nurse will also show on the pay cheque.
PAYROLL POLICY. Pay will be issued by direct deposit complete with a statement of earnings and deductions, as per standard practise.
PAYROLL POLICY. A. Payroll checks will be distributed on alternate Fridays commencing on the second Friday after the opening of school in September.
B. Representatives of the Administration and the Association will prepare necessary legal forms to be distributed to all licensed teaching assistants by April 1 of each year. These forms are to be returned by May 15 of each year, in order that licensed teaching assistants may indicate their preference of twenty-two (22) or twenty-six (26) payroll checks, both payroll plans to be implemented for the following school year.
C. All newly hired licensed teaching assistants will be given the opportunity of selecting a twenty-two (22) or twenty-six (26) payroll check preference during the orientation week and the opening day of school. After the first paycheck following the beginning of the school year, the twenty-six (26) payroll check preference is not available until the following September.
D. If a payday falls during a vacation period the check will be provided on the day before vacation begins.
E. If a payday falls on a day when schools are closed by reason of inclement weather, paychecks will be distributed on the next working day, or will be available at a central distribution center, if open.
PAYROLL POLICY. Seminary & University lay employees, priests, and religious are paid on the 15th and last day of the month. Time cards are required to be submitted for each pay period by all employees. It is the responsibility of the supervisor to review each time card, verify the hours and dates reported are correct, and submit the approved card at least five days prior to payday. This card is used to comply with the various record-keeping laws covering non-exempt employees and for recording employees various accruals of vacation days, sick days, personal days, and other fringe benefits. As a matter of policy the Seminary & University does not permit advances on paychecks or against non- accrued paid time off. If an employee is paid for non-accrued sick leave, vacation, personal days or any other overpayment, the amount paid will be deducted from their subsequent paychecks and/or their final pay. Employees in non-exempt positions are to record all actual hours worked plus hours attributable to overtime, vacations, holidays, bereavement, personal days, jury duty and illness. A non-exempt employee is not authorized to work through a rest period or work overtime without prior approval of the employee’s supervisor. If a non-exempt employee misses any of his/her breaks or lunch during any given day, he/she is to record the missed break or lunch period on the time card. The employee’s supervisor must sign the time card. If any breaks or lunch periods have been missed by a non-exempt employee, they must be clearly noted on the time card for the employee to receive proper compensation. Employees in exempt positions need only record days taken for vacations, holidays, bereavement, personal days, jury duty, and illness. Normal workdays can simply be marked with a check mark. When payday falls on a Saturday, Sunday or holiday payday will be the preceding workday. Employees absent on payday may have their check mailed to their mailing address the following day. Employees are responsible to keep their current address on file with the Payroll Office and the Office of Human Resources. Requests for early issuance of paychecks will not be granted. However, employees not available on payday (e.g., on vacation) may request the payroll office in writing to mail the check to their mailing address. Direct deposit of paychecks is also available to employees (lay, priest, or religious). Automatic payroll deposit authorization forms may be obtained from the office of human resources. It takes on...
PAYROLL POLICY. The Hospital will make pay cheques available