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Incorrect Salary Placement Procedures

HROG Section:
Compensation
Document Title:
Procedures for Incorrect Salary Placement
Initial Date Posted:
Dec. 14, 1992
Board Approval:
Applies To:
All DCCCD Employees
Source:
District Human Resources
Chancellor's Cabinet: Dec. 14, 1992
Related TASB Policy:
Last Date Revised:

Purpose

Background

Definitions

Eligibility

Procedures

It is the employee's responsibility to confirm that their salary is correct through the regular review of documents provided. These documents include the monthly check stub showing the gross and net pay each pay period along with employment contracts and salary letters created on an annual basis by the computer system at the end of September.

If through audit or other review an error in salary calculation is found, an analysis will be completed and given to the president/vice chancellor.

Upon verification, the individual's salary will be corrected to the actual salary amount. The employee will be required to repay the district over a period equal to not more than the duration of the error, but not for a period longer than four years.

An employee who has been negatively impacted by an incorrect salary (lower than the proper amount) shall have a salary adjustment made as soon as possible retroactive to the time the error occurred, but not longer than four years. No interest will be given for the retroactive amount.

These guidelines are intended only to correct salaries that are deemed to have miscalculations due to increases, job changes or salary reclassification due to further education. Incorrect retirement or benefits deductions (insurance and similar benefits) will be handled as soon as discovered and will be rectified with either a payment to the employee, where an overpayment has occurred, or a payment plan between the employee and the payroll office where an underpayment has occurred.  

Employee Responsibility

HR Responsibility

Exceptions To Policy

Other Notes

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