zilongwang/ReadingBank huggingface dataset:
67 £78,718 £40.80 68 £80,936 £41.95 69 £83,152 £43.10 70 £86,062 £44.61 71 £88,972 £46.12 10.5% 72 £91,883 £47.63 DIR Grades D1 73 £95,884 £49.70 74 £99,775 £51.72 75 £103,775 £53.79 11.40% 76 £108,554 £55.71 D2 77 £112,380 £57.67 78 £116,101 £59.58 79 £119,926 £61.55 D3 80 £123,373 £63.31 81 £126,818 £65.08 82 £130,265 £66.85 83 £156,550 £80.34 CEX 12.50% CE1 84 £161,600 £82.93 85 £166,650 £85.52 45% 86 £171,700 £88.12 Light blue book (Soulbury) Pink book (JNC) Apprenticeship Pay Service Amounts subject to change according to national agreements (as at July 2015)
additional hours provisions will apply. The rate is currently £34 (December 2014 pay award) Special educational This allowance applies to nursery staff working with children attending a special school or with children with statements of special educational needs and will be uprated in line with national pay settlements. The rate is currently £1,215 p.a. (December 2014 pay award). Line manager or Headteacher Legionella / asbestos allowance Allowance for legionella and asbestos responsibility – an amount of £13.20 per hour is payable for employees who out this additional activity once a month where this is not an integral part of the job description of the post. Line manager Practice Educator Any social care staff who are Practice Educator qualified and their substantive role does not incorporate supporting a student, may be asked on occasion to volunteer to do so. In this scenario the individual would be paid an allowance as it does not form part of the core duties of their post nor has it been considered for job evaluation purposes. The rate is currently £6 per day for term of placement. Line manager What is pensionable pay? Pensionable Non-pensionable Salary, wages and fees Detriment or protected pay Market supplement payment Additional contribution payment Acting up payment Honoraria payments for additional temporary duties Accelerated incremental progression Standby allowance Sleep-in allowance Residential duty payment Evening duty allowance Night work allowance On call payment First aid payment Lettings allowance Work on public holiday payment Weekend working allowance Additional SEN allowance Legionnella/Asbestos Allowance Maternity/Paternity KIT pay Thank you payment Recruitment payments Retention payments Expenses (e.g. travel, subsistence) Any payment ‘representing money value for provision of vehicle or paid in lieu’ (e.g. mileage payments or similar payments to cover expenses) Telephone rental payment Cycle allowance Additional For LGPS purposes, ‘additional hours’ includes all hours worked above the normal contractual hours of the individual employee. Also for any relief staff, without
Is it possible for one person to change the world? Why or why not? What clues did you have about Trevor that made you think he would actually do this project about “paying it forward’? What personal qualities do you see with him? Trevor thinks ‘the world is shit.’ In what ways do people today share his view? How would you answer them? Trevor says, ‘It is hard for people who are used to the way things are to change. They give up.’ Do you agree? Why or why not?
Some say this film is about random acts of violence and random acts of kindness. Have you ever been involved with wither or both? Explain each. List explain 3 “factors from their past” that played a role in the “dating” and sexual relationship between the teacher and the mother. 1.) 2.) 3) Record 5 people and explain how Trevor’s Pay It Forward concept changed their life. 1.) 2.) 3.)
Grade 2 7 £15,115 8 £15,246 9 £15,375 Grade 3 10 £15,613 11 £15,807 12 £16,123 Grade 4 13 £16,491 14 £16,781 15 £17,072 16 £17,419 Grade 5 17 £17,772 18 £18,070 19 £18,746 20 £19,430 Grade 6 21 £20,138 22 £20,661 23 £21,268 24 £21,962 Grade 7 25 £22,658 26 £23,398 27 £24,174 28 £24,964 Grade 8 29 £25,951 30 £26,822 31 £27,668 32 £28,485 33 £29,323 Grade 9 34 £30,153 35 £30,785 36 £31,601 37 £32,486 38 £33,437 Grade 10 39 £34,538 40 £35,444 41 £36,379 42 £37,306 43 £38,237 Grade 11 44 £39,177 45 £40,057 46 £41,025 47 £41,967 48 £42,899 49 £43,821
8 £15,246 9 £15,375 Grade 3 10 £15,613 11 £15,807 12 £16,123 Grade 4 13 £16,491 14 £16,781 15 £17,072 16 £17,419 Grade 5 17 £17,772 18 £18,070 19 £18,746 20 £19,430 Grade 6 21 £20,138 22 £20,661 23 £21,268 24 £21,962 Grade 7 25 £22,658 26 £23,398 27 £24,174 28 £24,964 Grade 8 29 £25,951 30 £26,822 31 £27,668 32 £28,485 33 £29,323 Grade 9 34 £30,153 35 £30,785 36 £31,601 37 £32,486 38 £33,437 Grade 10 39 £34,538 40 £35,444 41 £36,379 42 £37,306 43 £38,237 Grade 11 44 £39,177 45 £40,057 46 £41,025 47 £41,967 48 £42,899 49 £43,821 Appendix C Pay and Bonus Gap Monitoring Report Introduction
The Staffing/Pay Committee will establish a pay structure with paid in accordance with M1 to M6, UPS1 to UPS3 and Unqualified 1 to 6, the minimum and maximum points for such posts as determined by the Document. The pay structure is as outlined in the tables below. The Local Governing Body will have due regard to the need for confidentiality when considering any pay information relating to individual members of staff. It will be for the Headteacher to ensure that appropriate arrangements are in place to safeguard such confidential information. With the exception of the leadership group the Headteacher will be responsible for notifying members of staff, Bexley Schools HR Services and any external payroll provider concerning decisions of the Local Governing Body regarding pay progression. The Local Governing Body is responsible for the implementation and review of this policy upon recommendations by the committee for dealing with pay. Staff will be consulted prior to implementation of the policy and any subsequent amendments. Individual pay decisions are delegated to the committee dealing with pay. Qualified Teachers - Salary Range for Upper Pay Range teachers from September 2017 Salary Scale England (excluding the London area) £ Inner London Area £ London Area £ Fringe area £ Minimum Point 1 £35,927 £43,616 £39,519 £37,017 2 £37,258 £45,760 £40,981 £38,346 Maximum Point 3 £38,633 £47,298 £42,498 £39,725 Qualified Teachers - Salary Range for Main Pay Range teachers from September 2016 Salary Scale England (excluding the London area) £ London Area £ Outer London Area £ Fringe area £ 1 (minimum) £22,917 £28,660 £26,662 £24,018 2 £24,728 £30,155 £28,315 £25,828 3 £26,716 £31,726 £30,067 £27,815 4 £28,772 £33,379 £31,929 £29,878 5 £31,039 £35,947 £34,637 £32,139 6 (maximum) £33,824 £39,006 £37,645 £34,934
Statistical Officer EO Min Max Min Max Min Max Min Max National £23,310 £25,646 £24,476 £26,061 £25,699 £26,477 £26,892 £26,892 SLPZ £23,446 £27,879 £24,476 £28,185 £25,699 £28,496 £26,892 £28,809 London £24,681 £28,820 £25,915 £29,580 £27,210 £30,340 £28,571 £31,099 Inner London £26,177 £29,743 £27,485 £30,195 £28,860 £30,647 £30,303 £31,099 Effective from 1 July 2016 Effective from 1 July 2017 Effective from 1 July 2018 Effective from 1 July 2019 Higher Statistical Officer HEO Min Max Min Max Min Max Min Max National £26,959 £31,635 £28,307 £32,239 £29,722 £32,844 £31,208 £33,448 SLPZ £27,950 £33,545 £28,307 £33,914 £29,722 £34,288 £31,208 £34,665 Outer London £29,600 £34,775 £31,080 £35,865 £32,634 £36,955 £34,266 £38,045 Inner London £30,886 £35,694 £32,430 £36,478 £34,052 £37,262 £35,755 £38,045 Effective from 1 July 2016 Effective from 1 July 2017 Effective from 1 July 2018 Effective from 1 July 2019 Scientific Officer EO Min Max Min Max Min Max Min Max
Communication Group Effective from 1 July 2016 Effective from 1 July 2017 Effective from 1 July 2018 Effective from 1 July 2019 Assistant Information Officer EO Min Max Min Max Min Max Min Max National £25,930 £30,769 £27,227 £31,267 £28,588 £31,766 £30,017 £32,264 SLPZ £27,328 £32,954 £27,628 £33,317 £28,588 £33,683 £30,017 £34,054 Outer London £28,602 £33,491 £30,033 £34,267 £31,534 £35,043 £33,111 £35,818 London £29,784 £34,256 £31,273 £34,777 £32,837 £35,298 £34,478 £35,818 Effective from 1 July 2016 Effective from 1 July 2017 Effective from 1 July 2018 Effective from 1 July 2019 Information Officer HEO Min Max Min Max Min Max Min Max National £31,427 £35,937 £32,998 £36,623 £34,648 £37,310 £36,381 £37,996 SLPZ £32,393 £37,817 £32,998 £38,233 £34,648 £38,653 £36,381 £39,079 London £34,173 £39,032 £35,881 £40,163 £37,675 £41,295 £39,559 £42,426 Inner London £35,296 £39,804 £37,061 £40,678 £38,914 £41,552 £40,860 £42,426 Effective from 1 July 2016 Effective from 1 July 2017 Effective from 1 July 2018 Effective from 1 July 2019
2016 Effective from 1 July 2017 Senior Principal Economist - G6 Min Max Min Max National £61,252 £71,115 £61,957 £71,820 SLPZ £65,206 £75,256 £65,911 £75,961 Outer London £65,787 £75,756 £66,492 £76,461 London £67,105 £76,786 £67,810 £77,491 Audit Group 2016 Effective from 1 July 2017 Auditor MIIA – SEO Min Max Min Max National £38,744 £45,122 £39,189 £45,567 SLPZ £42,511 £48,082 £42,956 £48,527 Outer London £43,042 £48,581 £43,487 £49,026 Inner London £44,355 £49,814 £44,800 £50,259 2016 Effective from 1 July 2017 Auditor – Grade Min Max Min Max National £48,723 £59,732 £49,288 £60,297
2016 Effective from 1 July 2017 Communications – G7 Min Max Min Max National £47,223 £58,434 £47,748 £58,959 SLPZ £50,233 £61,762 £50,758 £62,287 Outer London £50,763 £62,242 £51,288 £62,767 London £51,864 £63,393 £52,389 £63,918 2016 Effective from 1 July 2017 Communications – G6 Min Max Min Max National £56,096 £68,797 £56,721 £69,422 SLPZ £59,353 £72,816 £59,978 £73,441 Outer London £59,893 £73,326 £60,518 £73,951 Inner London £61,242 £74,347 £61,867 £74,972 2016 Effective from 1 July 2017 Senior Librarian – SEO Min Max Min Max National £33,442 £43,203 £33,912 £43,673
v. Leadership Pay Fringe Area Only Minimum Pay Value £39,374.00 £40,458.00 School should specify a range within the minimum and maximum values and may use discretionary reference pay points within the chosen pay range Please specify the values of any discretionary reference points here Maximum Pay Value £109,366.00 £110,448.00 School Size: Schools should indicate the appropriate size for the school Fringe Area Only Group 1 44,544 – 59,264 45,633 – 60,341 Group 2 46,799 – 63,779 47,884 – 64,864 Group 3 50,476 – 68,643 51,561 – 69,725 Group 4 54,250 – 73,876 55,338 – 74,952 Group 5 59,857 – 84,478 60,945 – 82,560 Group 6 64,417 – 89,874 65,513 – 90,955 Group 7 69,330 – 99,081 70,423 – 100,156 8 74,466 – 109,366 77,551 – 110,448 Headteacher Range: Deputy Headteacher Range: Assistant Headteacher Range:
PAY FREEZE SET/REMOVE - PA40 Trigger(s): The Human Resources Office receives notification that an employee’s is not to receive future pay increases processed in the system. PA40: Action / Infotype Required Fields Information Action PA40 Personnel # Personnel # Enter Personnel # from PAR From Effective Date Enter Effective Date from PAR Action Highlight “Pay Freeze” line Infotype 0000: 0000 Action Type System will display action type selected on previous screen Reason for Action Using dropdown box Select code from (ex: 01 – Set, 05 - Remove)
Introduction This strategy sets out what needs to change and who needs to take action to reduce gender, ethnicity and disability pay gaps. It is based on substantial new evidence from research by the Equality and Human Rights Commission into the size and causes of these pay gaps, and whether interventions so far have been successful. Pay gaps are a measure of the difference in average hourly pay between different groups and are a good indicator of inequalities in access to work, progression and rewards. Our research finds that pay gaps are substantial. Across Great Britain in 2016 the gender pay gap stood at 18.1% (ONS, 2016), the ethnicity pay gap at 5.7% (Longhi and Brynin, 2017), and the disability pay gap at 13.6% (EHRC, 2017). These average figures disguise wide differences, with some groups experiencing far greater pay gaps than others (Brynin, 2017). However, at their root are some common causes such as poorer educational attainment, different educational choices and the concentration of these groups in lower paid, lower skilled and part-time jobs. Our research shows that the pay gaps experienced by women, people from ethnic minorities and disabled people arise largely from the barriers they face getting into and progressing at work. Some elements of pay gaps result from the choices people make about balancing work with other aspects of their lives, though these choices may be dictated or constrained by stereotypes about the roles people, particularly women, are expected to play in society. Part-time work is predominantly low-paid work and therefore the choice to work flexibly inevitably leads to lower pay.
Pay Review Form – Team Award For proposing one-off bonus payments for operational staff teams in AHS or ESS only. Please read Pay Review Policy and Management Guidance before completing Section/School: Manager: Head of Unit: Employee Names Job Title Job Grade and current salary Date of last completed PDR Date & amount of last accelerated/ discretionary increment or bonus payment Amount of Payment (see management guidance)) Summary Comments on Overall Contribution of Team Head of Unit’s Signature: Review of Contribution
2014 Pay Review Form To be used for the proposal of additional (accelerated) increments, discretionary increments and one-off bonus payments Section/School: Manager: Head of Unit: Employee Name Job Title Job Grade and current salary Date of last completed PDR Date and amount of last accelerated/ discretionary increment or one-off bonus payment No. of proposed additional increments (on top of any automatic increment) OR amount of Payment (max. of 5% of base salary) Summary Comments on Overall Contribution Head of Unit’s Signature: Review of Contribution Performance Objectives/Other types of contribution (inc Success Factors) Evidence of Achievement (include performance against standards where available)
Associate professional and technical occupations 0.8 Science, engineering and technology associate professionals 0.7 Health and social care associate professionals -0.8 Protective service occupations 1.0 Culture, media and sports occupations 0.4 Business and public service associate professionals 0.9 Administrative and secretarial occupations 2.2 Administrative occupations 2.5 Secretarial and related occupations -0.1 Skilled trades occupations 1.5 Skilled agricultural and related trades 0.8 Skilled metal, electrical and electronic trades 0.9 Skilled construction and building trades 1.3 Textiles, printing and other skilled trades 2.3 Caring, leisure and service occupations 0.2 Caring personal service occupations -0.1 Leisure, travel and related personal service occupations 1.9 Sales and customer service occupations 2.8 Sales occupations 3.3 Customer service occupations 2.1 4. Earnings growth by region The Annual Survey of Hours Earnings provides a breakdown of earnings growth by region and local authority can be found at Data on the proportion of employees paid below the Living Wage is available by parliamentary constituency at For England, a table setting out the cost of housing relative to wages by local authority district is available at 5. Earnings of low-paid The adult minimum wage rose to £6.70 an hour in October 2015 and in November 2015 the Living Wage Foundation announced that new “Living Wage” rates of £9.40 an hour in London and £8.25 an hour across the rest of the UK (accredited Living Wage employers have until next April to implement this rate). The Living Wage has become a standard benchmark for the minimum needed for low-paid staff to have a “basic but acceptable” standard of living. There are now approximately 2,300 employers accredited as living wage employers by the Living Wage Foundation, including some of the largest private companies in the UK, such as
Pay Stub Template Stub Samples INC. 4891 INGLESIDE DRIVE EARNING STATEMENT HONTINGTON BEACH CA 92649 Employee No 041535 Name JOHN Michel SSN XXXX XX 8956 PEROID BEG 28/05/2015 PEROID END 05/06/2015 CHECK DATE 08/06/2015 Earnings Hours Rate Current Amount Withdraw / Dedication Current Amount Year to Date Regular Pay 87.68 2680.74 State Tax Amt Deferred CMP FED TAX AMT HI TAX CASDL 87.69 0.00 291.50 34.78 96.92 350.77 0.00 1126.58 133.58 384.85 CURRENT AMOUNT 2307 CURRENT Dedication 499.58 NET PAY 1808.95 YTD EARNINGS 9230.77 YTD Dedication 1998.87 YTD NET PAY 7232.31 Check No. 489632
Deductions Year to Date Federal Tax 0.00 0.00 State Tax 0.00 0.00 SS Tax 0.00 0.00 Medicare Tax 0.00 0.00 Medical Insurance 0.00 0.00 401(K) 0.00 0.00 Uniforms 0.00 0.00 Union Dues 0.00 0.00 Checking ACH 0.00 0.00 Description Rate Hours Earnings Year to Date Regular Earnings 0.00 0.00 0.00 0.00 Overtime Earnings 0.00 0.00 0.00 0.00 Back Pay 0.00 0.00 0.00 0.00 Holiday Earnings 0.00 0.00 0.00 0.00 Vacation Earnings 0.00 0.00 0.00 0.00 Earnings Taxes Deductions Net Pay Deposit Number Amount of Pay Period 0/00/00 -0/00/00 Year to Date
I am an approved GP Trainer in Health Education England Thames Valley I understand that a copy of this form and accompanying documentation will be supplied to the PCSE responsible for the area in which my training practice is located. Information supplied on this form will be recorded on a computer in accordance with the Data Protection Act 1998 Signature – GP Trainer Date of signature Name (PRINTED) Please complete all remaining sections of this form except for Section 13 and return it with the GPStR’s documents (see Section 17) to: School of General Practice, Health Education England Thames Valley, Thames Valley 4630 Kingsgate, Oxford Business Park South, Oxford OX4 2SU 13 TO BE COMPLETED BY THE DIRECTOR OF GP SCHOOL I confirm that the PCSE may commence payments in respect of this period of training in accordance with the agreement for the provision of postgraduate general practice education issued by Health Education England, Thames Valley. Signature – GP Dean Date of signature Name Additional Trainer’s Grant I confirm that this is a remedial training placement requiring significant additional trainer support and authorise a double trainer’s grant. Signature – GP Dean Date of signature 14 PREVIOUS / PRESENT EMPLOYMENT SECTION A Present or most recent NHS Hospital appointment (please state specialty eg Paediatrics) Grade of post (eg PRHO, SHO, StR, Consultant Was this a locum post? Yes / No Name of Hospital where this post was undertaken Address of Hospital where this post was undertaken (including postcode) Date commenced (dd/mm/yy) Date terminated (dd/mm/yy) Annual salary (excluding supplements) £ Salary scale: Increment date (dd/mm/yy) SECTION B PRHO rotation GP Registrar training post
the DoH. Please state the date on which you currently expect to complete your general practice training programme. 9 IMMIGRATION AND TRAINING STATUS (All applicants must complete this section) Surname Forenames Nationality 1 Nationality 2 (if applicable) Nationality Are you a British Citizen or European Economic Area (EEA) national? If NO, please complete sections b – and supply documentary evidence YES NO Immigration Status Settled Status / Spouse of British Citizen Yes / No Refugee / Permit Free Training Yes / No grand citizen with born in the UK / Work Permit (in General Practice you will need Permit Free Status. It is your responsibility to have the correct status by the start of this post) Yes / No Passport expiry date Date of entry to the UK (dd/mm/yy) Date period of entry to the UK ceases (dd/mm/yy) Do you hold a certificate of specific training or an acquired right to practise awarded by another EEA Member State under Title IV of EC Directive 93/16/EEC? Possession of this certificate renders you ineligible for this post Yes / No 10 FITNESS TO PRACTISE PROCEEDINGS All applicants must read this statement and complete the declaration Fitness to practice proceedings by a licensing/regulatory body Statement Registration with the General Medical Council or General Dental Council imposes on doctors and dentists the duty to provide a good standard of medical care for, and behave appropriately towards, patients. NHS employers also have a duty to ensure that patients receive a good standard of medical care and ensure as far as possible the safety of patients. Applicants for posts in the NHS are exempt from the Rehabilitation of Offenders Act 1974. We
recorded in the proper period Identify any amounts on ageing report that are overdue invoiced terms and investigate any reasons with Sheridan AV. Enquire if there are any late payment charges. Existence or Occurrence Recorded trade payables represent amount owed by the entity at the date of the financial statements Perform a payables circularisation if necessary (see attached sheet) From the audit work carried out I confirm that (*subject to the matters highlighted below) in my opinion, trade payables are fairly stated. Signed Auditor * Delete or expand as necessary HOW TO OUT A TRADE PAYABLES CIRCULARISATION
Non-compliance indeed is a bar from proceedings in the absence of an application for condonation. However, in casu, the court should avoid an armchair approach, but, instead adopt a robust one for the following distinct reasons: that the appellant is a self-actor and is not familiar with the rules and is not expected to be; and that, this is a matter which involves children’s rights which are very important to the court, hence the High Court’s position as an upper guardian of all minors decided mero motu to condone the non-compliance with the rules. [8] In my considered view, the previously disadvantaged members of our society should not be placed in the same platform in certain issues due to historical factual circumstances, which are not of their making, see Hange & others v Ormann NLLP 2014 (8) 451 LCN at para (19) where I stated: ‘It is a fact that applicants belong to the previously disadvantaged group of society and some of the consequences of their socio-historical background manifest themselves in their illiteracy. This is a fact which the court, in my view, can ill afford to ignore as by doing so, it will be abdicating its judicial duty of dispensing justice fairly to all manner of people irrespective of their social background.’ [9] It is now trite that our courts have a tendency of leaning in favour of the interest of the children as a serious and determining consideration, see also JM & another v SM 2016 (1) NR 27 (HC) and McDonald v Moor (A244-2015) [2015] NAHCMD 235 (21/09/2015). [10] The second issue regarding non-compliance is failure by the Registrar’s Office to act timeously. Appellant noted his appeal on 18 January 2017. The appellant is supposed to request for a date of hearing within 40 days of noting an appeal in terms of Rule 116(5) and thereafter in terms of sub rule (9) the Clerk of Court upon receipt of the request for a set down date which date must be within 40 days. Sub rule 5 reads thus:
Do you think this game is reflective of the expenses you will have in college? Explain. As a rule of thumb, your total student loan debt should be less than your starting salary after graduation. In the first round, was your total debt amount more or less than your starting salary? Does this worry you? Why or why not? How can you use the experience of this game to minimize debt in college? Supplemental Resources NGPF has an , which includes lessons, activities and more. Teachers tell us these are some of their favorites:
Appendix A – Proposal Schedule Appendix B – Payroll Card Requirements Appendix C – Debit Card Requirements Appendix D – Non-Collusion Affidavit Appendix E & F – Payroll Card Pricing Schedule Appendix G – Debit Card Pricing Schedule Appendix H – State Employee Direct Deposit Participation Appendix I – Oklahoma Tax Commission Check Issue Statistics Appendix J – Department of Corrections(CCC’s, CWC’s & HWH’s) locations APPENDIX A
Regulation E Compliance. Contractor must comply with Regulation E, “Electronic Funds Transfer” requirements (12 Part 205) issued by the Board of Governors of the Federal Reserve System pursuant to the Electronic Fund Transfer Act . APPENDIX D Non-Collusion Affidavit State of Department of Central Services Central Purchasing CONTRACT NON-COLLUSION AFFIDAVIT In accordance with 74 O.S. § , of lawful age, first duly sworn, 85.23,on oath says: 1. (S)he is the duly authorized agent of (vendor)
Use the text size, listen, and volume adjustment buttons College and Career Readiness Standards (For guidance on these, see the companion Resource Sheet Using the College and Career Readiness Standards in Instruction Based on Consumer.gov Content) English Language Arts and Literacy Language: L1, L2, L4, L6 Speaking/Listening: SL1, SL2, SL4, SL5 Reading Foundations: RF4 Reading (Informational Text): R1, R2, R5, R7 Mathematics Number and Operations--Base 10 (NBT) The Number System (NS) Number and Operations – Fractions (NF) Ratios and Proportional Relationships (RP) English Language Arts and Literacy Language: L1, L4, L6 Speaking/Listening: SL1, SL2, SL5 Reading Foundations: RF2, RF3, RF4 Reading (Informational Text): R1, R2 Mathematics Number and Operations--Base 10 (NBT) Number and Operations—Fractions (NF) Vocabulary and Materials Low Intermediate and Basic / Beginning Vocabulary Select the vocabulary items that are new to your learners or that are most important for understanding the website content. The starred words are key vocabulary for the website content; the others are more general terms. You can create your own Partner Talk worksheets with the words that you want your learners to focus on, using the two provided here as a base. For English learners and some native English speakers, you may need to teach these as oral vocabulary before introducing them in written material. *annual percentage rate (APR) borrow bottom line *cash advance *check consider credit card credit counselor credit union creditor dependents expensive *fee *finance charge financial annual percentage rate (APR) borrow bottom line *cash advance *check consider credit card credit counselor credit union creditor dependents expensive *fee *finance charge financial
Acres of rangeland vegetation improved Miles of high clearance system roads receiving maintenance 1,350 $2,025,000 Miles of passenger car system roads receiving maintenance 250 $125,000 Miles of road decommissioned 100 100 $1,000,000 $1,000,000 Miles of passenger car system roads improved RD-PC- 200 Miles of high clearance system road improved RD-HC- 800 Number of stream crossings constructed or reconstructed to provide for aquatic organism passage 25 25 $1,250,000 $1,250,000 Miles of system trail maintained to standard Miles of system trail improved to standard of property line marked/maintained to standard 240 Acres of forestlands treated using timber sales 25,000 25,000
Volume of timber sold (CCF) 250,000 250,000 Green tons from small diameter and low value trees removed from NFS lands and made available for bio-energy production BIO-NRG 250,000 250,000 Acres of hazardous fuels treated outside the wildland/urban interface (WUI) to reduce the risk of catastrophic wildland fire 50,000 50,000 10,000 $5,000,000 $5,000,000 $1,000,000 Acres of hazardous fuels treated inside the wildland/urban interface (WUI) to reduce the risk of catastrophic wildland fire Acres of wildland/urban interface (WUI) high priority hazardous fuels treated to reduce the risk of catastrophic wildland fire 2,500 2,500 $500,000 $500,000
1 This specification replaces the specification for Self printing pay as you go (PAYG) withholding payment summaries version 5.2.2 and is to be used in conjunction with the specification for Pay as you go (PAYG) withholding payment summary annual report version 12.0.1 when developing software for the printing of payment summaries relating to payments made after 30 June 2016. This specification is intended for use by: commercial software developers, payers developing in-house software, computer service providers developing in-house software, and payers who intend to provide payees with an electronic payment summary. An electronic payment summary is defined as a non-editable data file which satisfies the requirements of this specification and is transmitted to the payee via electronic means. For more information refer to section 5 Electronic payment summaries. Self-printing of payment summaries on plain paper is available only to payers who lodge their payment summary annual report to the Australian Taxation Office (ATO) electronically. payment summaries must be in a format acceptable to the ATO and be printed to an acceptable printing standard. If the payment summary is sent to the payee electronically, they must be able to print the payment summary to the same acceptable standard. For information about the acceptable printing standard, please refer to section . Payment summaries can only be self-printed when the payer provides a payment summary annual report to the ATO electronically. This specification outlines the requirements for self-printing PAYG withholding payment summaries that are covered by the PAYG withholding payment summary annual report. Standard formats apply for the following payment summaries: PAYG payment summary – individual non-business PAYG payment summary – business and personal services income
The Society of Later Life Advisers (SOLLA) aims to help people and their families to find trusted accredited financial advisers who understand financial needs in later life. Their website is: www.societyoflaterlifeadvisers.co.uk Our My Care My Choice website contains information on paying for residential or nursing home care. www.mycaremychoice.org.uk
Income Tax Property Tax Duty the biggest tax you pay your city or town government sends a letter each year to tell you how much you owe you pay this kind of tax on things you buy in another country and bring to Canada you have to report this tax to the CRA every year you pay this if you own a house, condominium, a building, or land if you are out of Canada for 7 days or more, you can bring back goods worth $800.00 without paying this tax you have to fill out an tax return for this type of tax you pay less of this kind of tax if you are a senior you don’t have to pay this kind of tax on your own things if you move to Canada Consumer Tax Sales Tax you pay this on tobacco and motor fuels combination of federal and provincial tax carbon tax is one example federal sales tax of 5% + a provincial sales tax of 7% on most items included in the price you pay for these specific items You pay on most new and used in B.C. You don’t pay this tax for rent or public transportation
reasonable and commensurate for the type and nature of work completed during the invoice period? Labor Hours Are the skills and categories needed for the work performed? Is the level of expertise billed consistent with the work performed (neither too little nor too much experience)? (Compare to the contract and proposal. If the agency is paying for too high a level of expertise than that needed for the job, funds will likely run out before the work is completed. If the level of expertise is too low, performance will suffer.) Is any OT authorized in writing in the contract? Are management hours disproportionate to worker hours? Travel Is the travel authorized by the contract? Are the mode and class of travel consistent with contract terms? Was any required prior approval obtained? Subcontracts Are subcontracts consistent with the Subcontract Plan and subcontract approval requirements in the contract? Equipment Is any purchased equipment required for performance of the contract? Has the equipment been properly reported (if required for tracking purposes) consistent with the agency’s reporting requirements? ODCs Are all ODCs clearly described and tied to a task performed in the billing period? Is the math obviously not correct (DCAA performs final math check)? Are you aware of any current or future problems that might adversely affect contractor performance? Are there any funding issues? Are funds available to cover the invoice?
of truancy in community secondary schools in Magu district. Secondly was to identify types of corporal punishments commonly applied in community secondary schools in the study area, and the last was to establish a relationship between corporal punishments and increased truancy in community secondary schools. Methods used to collect data were questionnaires, interviews, focused group discussions, and documentary analysis. The study found that,using corporal punishments as means to eradicate truancy in community secondary schools is not effective, since the magnitude of truancy keeps increasing as teachers continued using it. Also, it was revealed that corporal punishments cause fears and low self confidence for one to continue with schooling. Moreover corporal punishment creates a big gap between teachers and students hence results to poor students’ learning. Amongst types of corporal punishments used canes was found being popularly used than other types such as collecting stiff sand, slashing tall grasses and pulling out trees. Finally the study recommended on improving parent and community involvement in schools’ problems, use of other proactive approaches such as guidance and counselling, use of participatory methods of teaching, and increase of extracurricular activities in schools. OF CONTENTS CERTIFICATION COPYRIGTH DECLARATION II III IV
Councillor Name Payments for costs incurred in respect of telephone, broadband etc. (max £100 per member) Chair’s Allowance Attendance Allowance Financial Loss Allowance Travel & Subsistence expenses Other Total Cllr Gwenfyl Evans £220.00 £220 Total £220.00
Payment Detail Report by Bed Days (DI) Payment Detail Report by Bed Days (DI) – Input screen Payment Detail Report by Bed Days (DI) – Output screen Report Description N/A Report Benefit N/A Required Parameters Activity Code PRC Number or PRC Start Date & End Date Report Format Scheduling Yes Agency UR Reports DI Provider Roles N/A Operation Roles N/A This information is provided by the within .
PAYMENT PLANS Deposit to be paid at time of enrolment EZY debit form must be filled out Plans are to be created (added on ezy debit) at course commencement (not enrolment) – see date per stream Certificate IV in Training and Assessment (18 weeks) Installation Funded Concession Funded Full Fee Non-Funded Concession Non-Funded Full Fee Deposit at enrolment $291.06 $555.30 $400 $600 Week 2 $300 187.50 187.50 Week 3 $300 187.50 187.50 Week 4 $300 187.50 187.50 Week 5 187.50 187.50 Week 6 187.50 187.50 Week 7 187.50 187.50 Week 8 187.50 187.50 Week 9 187.50 187.50 Week 10 187.50 187.50 Week 11 187.50 187.50 Week 12 187.50 187.50 Week 13 187.50 187.50 Week 14 187.50 187.50 Week 15 187.50 187.50 Week 16 187.50 187.50 Week 17 187.50 187.50 Total $291.06 $1,455.30 $3,400 $3,600 TAE Upgrade
Social benefit assessment no. 4: A community that falls into a decile of 1 to 5 (inclusive) would indicate an increased likelihood that the payphone would provide a social benefit to that local community. A community that falls into a decile of 6 to 10 (inclusive) would indicate a decreased likelihood that the payphone would provide a social benefit to that community.
Any other duties requested by the Line Manager or Section Head. 5% Internal and external relationships Providing staff and pensioners with payroll advice and support. Liaising with teams and individuals within the Finance and HR departments and across the University to provide payroll advice and support. Building and maintaining good relationships with Finance, HR and third parties such as HMRC and other agencies. Projecting a ‘can do’ attitude and a pro-active way of working. Special Requirements Flexibility and attention to detail. Effective team working with an emphasis on meeting processing deadlines. Willingness to explore new working practices to enhance customer care and add value. Compliance with the Data Protection and Financial Services Acts. PERSON SPECIFICATION Criteria Essential Desirable How to be assessed Qualifications, knowledge and experience GCSE, NVQ2, City and Guilds or equivalent qualification. Full current knowledge of payroll legislation. Period of relevant experience of administering a payroll within a large organisation. Experience of working with a computerised payroll system Experience of using ResourceLink or similar computerised HR and Payroll system. Professionally qualified or working towards a relevant professional qualification. Knowledge of changes to payroll legislation within the HE sector. Application and interview Planning and organising Able to effectively organise allocated work activities and assist with tasks ensuring deadlines are met. Interview Problem solving and initiative Able to analyse data, identify and solve a range of system queries/problems by reference to established procedures and/or past experience, and also to initiate improvements to solve problems Experience of using judgement to find solutions to problems for which no standard exist. Application and interview
To co-ordinate and lead on Pensions and Payroll User Acceptance Testing (UAT) of system upgrades and software installations. To be responsible for resolving any issues arising and ensuring resolutions are actioned. 10 % To organise and provide training on new/amended system functionality to users ensuring test scripts and up to date user documentation are maintained. 10% To attend Payroll and Pension team, HR Systems team and client meetings as required. 5 % Any other duties requested by the Line Manager following consultation with the post holder. 5 % Internal and external relationships Liaising with teams and individuals within the Finance and HR departments and across the University to provide systems support and development. Building good relationships with Finance and HR customers. Working closely with software suppliers to ensure the HR, Payroll and Pensions system is fully functional and fit for purpose. Projecting a ‘can do’ attitude and a pro-active way of working. Special Requirements None PERSON SPECIFICATION Criteria Essential Desirable How to be assessed Qualifications, knowledge and experience HNC, A level, NVQ 3 or equivalent in Mathematics or computing proven equivalent relevant qualification or experience. Ability to apply comprehensive understanding of specialist processes and procedures to accurately analyse and interpret complex quantitative and qualitative data, presenting summary information in a clear and concise format. Experience of using ResourceLink, including system administration. Experience of training end users Experience of writing user guidance notes. Application and interview
Job Profile - Payroll Assistant Responsible to - Payroll Team Coordinator Line Managed by - Payroll Team Coordinator Responsible for - No staff Objectives Wired is a registered charity that provides a range of services to disadvantaged people and carers within Wirral, Liverpool, Oldham, Wrexham and Wales. The objective of the role is to provide a comprehensive and customer focussed Payroll Bureau Service to clients in Merseyside, whilst also contributing to the development of the service (potentially including other areas). Key Accountabilities There are the key areas of work, plus the usual accountabilities expected from all Wired personnel. To provide an accurate payroll service for all clients To maintain and analyse financial records using MS Excel To maintain Payroll records, on behalf of 800 + clients/companies using Iris Payroll Professional To maintain appropriate systems relevant to the service, including regular invoicing of clients To produce end of year records for multi-company payroll To liaise with Inland Revenue on behalf of clients To respond to queries from clients Be aware of changes in legislation e.g. RTI Miscellaneous Maintain confidentiality of sensitive information.
BIWEEKLY PAYROLL CHECKLIST Instructions: This checklist is to be signed off by someone with approval authority each pay period. The approver may not have entry access to the HR system. Reports should be retained and may be saved electronically. College: Pay Period: Ensure compliance Control Suggested Tool Notes / Compensating Control □ Investigate active employees who have not been paid in over 30 days HRB350 Employees Not Paid Aging Report □ Ensure HR job data transactions have an approved HR Action request and supporting documentation as needed HRA002 Job Data Comparison Report Verify all payments are accurate and appropriate Control Suggested Tool Notes / Compensating Control □ Ensure all time in the HR System has a matching approved timesheet and investigate unconfirmed acknowledgments HRB760 BW eTimesheet Reports □ Verify that all employees have active funding distributions HRB180 Pre-Distribution □ Ensure final approved additional pays are marked Send to Paycheck and any discrepancies between the approved amount and service center amount are documented HRA003 Additional Pay Status Report □ Ensure high exceptions (timekeeping errors) were resolved in the HR system; exceptions that are not resolved will not pay and will directly impact the employee’s paycheck HRB750 Payable Time Status □ Confirm correct amounts paid and distributed correctly by investigating discrepancies in pay rate, non-regular pay, and clearing account distributions HRB185 Post-distribution Report Verify leave for accuracy and compliance Control Suggested Tool Notes / Compensating Control □ Ensure all requests have a matching approved leave form and investigate unconfirmed acknowledgments HRB755 Biweekly and Monthly eLeave reports Signoff:_________________________________________________ Date:___________________________
Payments That Can Be Issued to Foreign Nationals (As of 6/2013) VISA CLASSIFICATION DEFINITION OF VISA UW EMPLOYMENT INDEPENDENT CONTRACTOR HONORARIUM UW SCHOLARSHIP & FELLOWSHIP UW PRIZE OR TRAVEL REIMBURSEMENT B-1 Visitor for Business NO NO YES WITH RESTRICTIONS1 NO YES WITH RESTRICTIONS2 YES Visa Waiver Business Visa Waiver for Business (VWB) NO NO YES WITH RESTRICTIONS1 NO YES WITH RESTRICTIONS2 YES WITH RESTRICTIONS1 B-2 Visitor for Tourism NO NO YES WITH RESTRICTIONS1 NO YES WITH RESTRICTIONS2 YES WITH RESTRICTIONS1 Visa Waiver Tourism Visa Waiver for Tourism (VWT) NO NO YES WITH RESTRICTIONS1 NO YES WITH RESTRICTIONS2 YES WITH RESTRICTIONS1 F-1 Sponsored by UW Student YES RESTRICTIONS OFF-CAMPUS3 NO YES WITH RESTRICTIONS3 YES YES YES F-1 Non-UW Student YES WITH RESTRICTIONS4 NO YES WITH RESTRICTIONS4 YES YES YES H1-B, O-1 & E-3 Sponsored by UW Temporary Worker in Specialty Occupation YES, ONLY AT UW NO YES WITH RESTRICTIONS5 NO YES YES H1-B, O-1 & E-3 Non-UW Temporary Worker in Specialty Occupation NO NO NO NO NO YES J-1 Scholar Sponsored by UW Exchange Visitor (Scholar) YES YES WITH RESTRICTIONS3 YES WITH RESTRICTIONS3 NO YES YES J-1 Scholar Non-UW Exchange Visitor (Scholar) YES WITH RESTRICTIONS3,4 YES WITH RESTRICTIONS4 YES WITH RESTRICTIONS4 NO YES YES J-1 Student Sponsored by UW Exchange Visitor (Student) YES NO YES WITH RESTRICTIONS3 YES YES YES J-1 Student Non-UW Exchange Visitor (Student) YES WITH RESTRICTIONS4 NO YES WITH RESTRICTIONS4 YES WITH RESTRICTIONS4 YES WITH RESTRICTIONS4 YES TN Sponsored by UW Trade NAFTA (for Canada & Mexico) YES, ONLY AT UW NO YES WITH RESTRICTIONS5 NO YES YES
Public holidays Notice of termination and redundancy pay Work information sheet Payroll Administrator Tasks Add new employees and provide new employee kit Collate and process timesheets Process fortnightly pays Monitor and process annual leave application Monitor and process sick leave and medical certificates Monitor long service leave Issue pay slips Prepare and payment summaries Manage employee contracts employee queries Assigned HR Expert to the Business Business subscribes to HR Expert “ABC”. Login Details:______________________ Password:___________ Contact Person_____________________ Phone:___________ Email:_______________ 2.0 Payroll Instructions 2.1 Payroll Business Guidelines 2.1.1 Privacy Payroll administrators are required to maintain confidentiality over all employee information and keep it secure. Refer to basic principles of . 2.1.2 Tax File Numbers Privacy for the TFN is of the utmost importance and tax declaration forms should be stored in a secure place and not accessed by un-authorised personnel As a recipient of a TFN, payroll administrators must ensure that access to records containing TFN information is restricted to individuals other than those who have authority to access by the employee. 2.1.3 Salaries Payroll information will not be provided to any other staff or third parties (such as banks), unless prior written approval has been provided by the employee to release such information. 2.1.4 Allowances and Deductions Allowances Travel allowance paid at 77c per km (as per ATO rate) Car allowance for employees _______________________________
Working Conditions: Work Environment characteristics described here are representative of that must be borne by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Supervisory Responsibilities: The position is responsible for Managing a Payroll Department. Additional Qualifying Factors: As a condition of employment, must pass a pre-employment drug screening, as well as have acceptable reference and background check results. Native preference applies pursuant PL93-638. The Tatitlek Corporation is an Equal Opportunity / Affirmative Action Employer / Minority / Female / Disabled / Veteran. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex national origin, or protected veteran status and will not be discriminated against on color, religion, sex, national origin, or protected veterans status and will not be discriminated against on the basis of disability or any other status protected by law
Proficient IRIS Payroll Professional Operator E Appropriate qualification or minimum of two years’ experience using computerised payroll systems E Knowledge of Direct Payments D Knowledge of Health and Social Care issues D Understanding of disability issues D Excellent literacy and numeracy skills E Excellent interpersonal and communication skills, both written and oral E IT literate, with good working knowledge of Microsoft Word, Excel, Powerpoint etc., as well as internet search skills and email use E Ability to establish rapport and co-operative working relationships with people at all levels E Ability to self-manage, as well as fully participate and constructively contribute to the team E
TCOE is paid in 12 monthly instalments Qualifying employees will be allowed flexibility to structure their TCOE packages to suit their needs within the parameters of the Income Tax Act, the Municipality’s policies and relevant collective agreements. The Municipality will pay a salary plus benefits for all other positions (Post Levels 4 and below). Reward Mix The reward mix for all employees will be made up of guaranteed pay and benefits. Guaranteed pay includes all guaranteed items such as basic salary, car allowance (perk), medical aid, pension and guaranteed allowances (legislated and non-legislated). Guaranteed pay for an individual will be based on their level of responsibility in the organization and the size of their job, as determined by the job evaluation process. Benefits will be provided in accordance with national collective agreements as well as the Municipality’s conditions of service and human resource policies. Commencing Salaries New employees, and employees that have been promoted, will be placed at the entry level of the pay scale/notch for that particular job grade. Where there is a justifiable reason for a higher notch, the Head of Department will motivate for approval by the Municipal Manager. there is a bonus for employees, the Corporate Service will give the memorandum with the list of all employees which are due for bonuses approved by the Manager Corporate Services.