What will happen, incorrect payrise package.
Discussion
Got standard payrise in the single % figures.
Thought nothing of it as only been there a short time (circa 6 months)...
Roll on to today I start reviewing my pay slips as Im about to remortgage, I notice the pay figure are in my favour as its not the figure we agreed.
Since Im off site, the only way I review work emails is to use my IPhone, I sometimes use and hence I miss emails.
Roll back in my emails to the end of April (I was on holiday and not reviewing my emails then) and I notice there is an email about an appeal process about pay.
Have a review and the appeal was sucessful in my favour, however I never put in for any such appeal, now means the combined package payrise is nicely into 2 digits % wise.
I rang my handler (my bod who lines up my projects) and explained the situation as I dont want them to find out then quiz me later why I kept quiet... Now obviously they think Im worth the extra, but what happens now?
Realistically will they take it off me or do you think due to honesty, etc... they will let it slide and I keep the better of the 2 rises?
What would you have done?
Thought nothing of it as only been there a short time (circa 6 months)...
Roll on to today I start reviewing my pay slips as Im about to remortgage, I notice the pay figure are in my favour as its not the figure we agreed.
Since Im off site, the only way I review work emails is to use my IPhone, I sometimes use and hence I miss emails.
Roll back in my emails to the end of April (I was on holiday and not reviewing my emails then) and I notice there is an email about an appeal process about pay.
Have a review and the appeal was sucessful in my favour, however I never put in for any such appeal, now means the combined package payrise is nicely into 2 digits % wise.
I rang my handler (my bod who lines up my projects) and explained the situation as I dont want them to find out then quiz me later why I kept quiet... Now obviously they think Im worth the extra, but what happens now?
Realistically will they take it off me or do you think due to honesty, etc... they will let it slide and I keep the better of the 2 rises?
What would you have done?
Defcon5 said:
Could someone in the same role as you have appealed and the result has been this raise to all staff of the same role?
No-one in the same role... Im the only one in the department (from the consultancy I work for) and my name is unlike any in the current company.I have been through it with my handler, I said I was happy with the amount as I had only been there 6 months, next year I know what to aim for to get larger rise, etc, etc.
At no stage was it mentioned that I was unhappy and wanted to appeal the package awarded to me.
TurricanII said:
As well as taking the erroneous increase off, if they have overpaid you for a length of time then they can ask you to repay all the extra cash you received, so put some aside just in case.
It was only 2 months and thats already sorted just in case they do a claw back.However I do now know the rate my work very highly
A similar thing happened to me at work recently. I was supposed to get a percentage pay rise after starting a new job at the same company and then another percentage payrise after 3 months in the new job if I passed my probation. My first payslip in the new job was the amount I should be on after 3 months probation. I told my boss that I had been paid more than I should have straight away as I said I don't want to appear dishonest and the company agreed to let me keep the money and the higher salary. If it could be an error do the right thing and let them know, at least you can relax with a clear conscience.
I may have this issue as well, but I have only been paid once so I need to wait till the next pay slip.
My first pay, I worked it out to be equivalent to earning 4k more per-annum than I was offered in the contract. However, I did start on april 28 so I assume the amount is for the last few days of april and the whole of june. Though as we get paid on the very last day of each month, and knowing my effective day rate, it still didn't add up to what they paid. So I will see what happens come the end of this month.
My first pay, I worked it out to be equivalent to earning 4k more per-annum than I was offered in the contract. However, I did start on april 28 so I assume the amount is for the last few days of april and the whole of june. Though as we get paid on the very last day of each month, and knowing my effective day rate, it still didn't add up to what they paid. So I will see what happens come the end of this month.
TurricanII said:
As well as taking the erroneous increase off, if they have overpaid you for a length of time then they can ask you to repay all the extra cash you received, so put some aside just in case.
From memory, I think the principle of Estoppel applies.The Internet said:
However, even if there is no deductions clause, or if the clause doesn’t cover overpayments, the employer may still be able to make the deductions. This is because there is an exception to the rule on unlawful deductions to allow for the recovery of overpayments.
In some situations employees may attempt to argue that they should not be required to repay the overpayment. This argument may be based on a very old legal concept called ‘estoppel’. There are three main points that are relevant to estoppel in this context, which are:
1) The employer must have done something which led the employee to believe the money was rightfully his (or hers).
2) The employee must have “changed position”, which usually means that they have spent the money.
3) The overpayment was not the employee’s fault.
The courts and Tribunals may take account of the fairness of the whole situation and whether it is right for the employee to have to repay the overpayment. If estoppel applies (which is extremely rare), deductions from wages to recover the overpayment will not be lawful.
In practice - where the amount is relatively small, and/or happened over a period of time and it is reasonable to assume the Employee wouldn't have noticed it, or thought he was entitled to it, we wouldn't chase repayment. OTOH if it was a noticeable amount, or we told him about 30 secs after his wages went into his current account, we WOULD expect full repayment.In some situations employees may attempt to argue that they should not be required to repay the overpayment. This argument may be based on a very old legal concept called ‘estoppel’. There are three main points that are relevant to estoppel in this context, which are:
1) The employer must have done something which led the employee to believe the money was rightfully his (or hers).
2) The employee must have “changed position”, which usually means that they have spent the money.
3) The overpayment was not the employee’s fault.
The courts and Tribunals may take account of the fairness of the whole situation and whether it is right for the employee to have to repay the overpayment. If estoppel applies (which is extremely rare), deductions from wages to recover the overpayment will not be lawful.
Incidentally it's funny how employees rarely "notice" overpayments but always "notice" underpayments.
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