Mtn Credit Sharing Code
Natalí Stibb
I am able to see the flight credits in my RapidRewards account but get an error when I attempt to apply it. "Sorry, we found some errors....Confirmation number and/or passenger name incorrect." Error Code: 400522146 . A google search revealed that another user whose first name was also two words was getting the same error. It seems like the system treats the second word of the first name as the middle name. She was able to just use the first word of her first name and her last name and successfully apply the Flight credit. I tried various combinations but lucked out. I just don't want to call the customer service as there are long wait times and I also need this to be fixed in the system so that it allows me to make reservations online. This would also help anyone else who has a similar situation.
I had this same problem because I have two first names. What fixed it for me was creating a new person who will fly on the new ticket I was purchasing with the first name of my first name and my last name, then I applied the credit with the same first name and last name as well as confirmation number, then afterwards switched it back to my real first name and last name. For example if my name was Mary Grace (first name) Smith (last name) then under the who is flying section I entered first name: Mary, last name: Smith. In the apply credit section I put, confirmation number, first name: Mary, last name: Grace, then once the credit was applied I switched it back to my correct ID info: Mary Grace Smith.
Hope this helps!
Created an account just to thank you! It was so frustrating, I even contacted SW twice and escalated but they couldn't do anything. Not sure how much blood and tears it took you to find this solution, but you're an angel for sharing.
I have the same issue. My first name has two names (with a space), and it is the same in my passport, DL, etc. No punctuation or special characters. And I always need to call customer care to use my flight credits because I cannot use them on the website, I keep getting this error. Southwest, please please please fix this. This has wasted SO MANY HOURS of my time trying to figure out why it wasn't working and then trying to call customer care to book my flight for me.
Generally, college-level courses completed at an accredited institution KU recognizes will transfer, provided the course is similar in level, scope, and content to courses offered in KU's undergraduate catalog. Grades of D+ or below are transferable but do not apply towards degree requirements. View the transfer coursework, minimum grade policy for more information.
The transfer codes below indicate which discipline bucket a course may fulfill for the Systemwide General Education requirements, also known as the KU Core 34. The new general education requirements will be implemented in Fall 2024 for incoming students.
The reason you were asked for the security code was to protect you from fraud. When you are making a transaction by telephone or over the Internet, the business has no way to know that you actually are holding the card and didn't just steal someone's credit card number.
The same rules apply to other sensitive personal information. There are good reasons for a business to request information and for you to share it, but there are predators out there who would like to get that information, too, so you have to be careful.
Thanks for asking.
The "Ask Experian" team Monitor your Experian Credit Report Credit monitoring can help you detect possible identity fraud sooner, and can prevent surprises when you apply for credit. Get daily notifications when updates are detected.
Labor Code Section 351 prohibits employers and their agents from sharing in or keeping any portion of a gratuity left for or given to one or more employees by a patron. Furthermore it is illegal for employers to make wage deductions from gratuities, or from using gratuities as direct or indirect credits against an employee's wages. The law further states that gratuities are the sole property of the employee or employees to whom they are given. "Gratuity" is defined in the Labor Code as a tip, gratuity, or money that has been paid or given to or left for an employee by a patron of a business over and above the actual amount due for services rendered or for goods, food, drink, articles sold or served to patrons. It also includes any amount paid directly by a patron to a dancer covered by IWC Wage Order 5 or 10.
Payment of a gratuity made by a patron using a credit card must be paid to the employee not later than the next regular payday following the date the patron authorized the credit card payment. Labor Code Section 351
No. Labor Code Section 351 provides that the employer must pay the employee the full amount of the tip that is indicated on the credit card. The employer may not make any deduction for credit card processing fees or costs that are charged to the employer by the credit card company from gratuities paid to the employee.
Yes. Labor Code Section 351 provides that "every gratuity is hereby declared to be the sole property of the employee or employees to whom it was paid, given, or left for". The section has been interpreted to allow for involuntary tip pooling so long as the tip pooling policy is not used to compensate the owner(s), manager(s), or supervisor(s) of the business, even if these individuals should provide direct table service to a patron or are in the chain of service to a patron. In addition, the policy must be fair and reasonable. Therefore, your employer can require that you share your tips with other staff that provide service in the restaurant so long as the employees that share in the tip pooling policy are employees to whom the tip was paid, given, or left for. In this regard, the courts have validated policies that distributed tips among employees who provide "direct table service" or who are in the "chain of service" provided that employee in the chain of service bears a relationship to the customers' overall experience. (updated March 2013).
No. Since tips are voluntarily left for you by the customer of the business and are not being provided by the employer, they are not considered as part of your regular rate of pay when calculating overtime.
No. Your employer can neither take your tips (or any part of them), nor deduct money from your wages because of the tips you earn. Furthermore, your employer cannot credit your tips against the money the employer owes you. Labor Code Section 351
No. Unlike under federal regulations, in California an employer cannot use an employee's tips as a credit towards its obligation to pay the minimum wage. California law requires that employees receive the minimum wage plus any tips left for them by patrons of the employer's business. Labor Code Section 351
You can either file a wage claim with the Division of Labor Standards Enforcement (the Labor Commissioner's Office), or you can file a lawsuit in court against your employer in to recover the lost wages. Additionally, if your employer is crediting your tips against your wages, you are being underpaid your wages and thus, if you no longer work for this employer, you can make a claim for the waiting time penalty.
After your claim is completed and filed with a local office of the Division of Labor Standards Enforcement (DLSE), it will be assigned to a Deputy Labor Commissioner who will determine, based upon the circumstances of the claim and information presented, how best to proceed. Initial action taken regarding the claim can be (i) referral to a conference, (ii) referral to a hearing, or (iii) dismissal of the claim.
If the decision is to hold a conference, the parties will be notified by mail of the date, time and place of the conference. The purpose of the conference is to determine the validity of the claim, and to see if the claim can be resolved without a hearing. If the claim is not resolved at the conference, the next step usually is to refer the matter to a hearing or dismiss it for lack of evidence.
At the hearing the parties and witnesses testify under oath, and the proceeding is recorded. After the hearing, an Order, Decision, or Award (ODA) of the Labor Commissioner will be served on the parties.
Either party may appeal the ODA to a civil court of competent jurisdiction. The court will set the matter for trial, with each party having the opportunity to present evidence and witnesses. The evidence and testimony presented at the Labor Commissioner's hearing will not be the basis for the court's decision. In the case of an appeal by the employer, DLSE may represent an employee who is financially unable to afford counsel in the court proceeding.
When the Order, Decision, or Award (ODA) is in the employee's favor and there is no appeal, and the employer does not pay the ODA, the Division of Labor Standards Enforcement (DLSE) will have the court enter the ODA as a judgment against the employer. This judgment has the same force and effect as any other money judgment entered by the court. Consequently, you may either try to collect the judgment yourself or you can assign it to DLSE.
c80f0f1006