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Child Support. Pay issues can be contentious and litigious. But when the regulators are in charge, better to know the rules upfront than to pay the penalties after the fact! But there are some exceptions to this. Regarding the issue of overpayment due to paying an employee a higher wage than agreed upon, under Washington law, you may, in most circumstances, recoup the overpayment.
You have 90 days from the first overpayment to detect it and implement a repayment plan. You must provide the employee with advance written notice prior to making the adjustment. The answer to that is a qualified no.
The only time you are allowed to do this is on their final paycheck. And in this case, there must be established policies the employee is aware of, and the employee must have counted the money in the till prior to and and after their shift, and have been the only person who had access to the cash register during their shift.
So what about those final paychecks? While you do not have to hand them a paycheck on their last day of work, you may not withhold their paycheck until they have returned company property.
In fact, if you do fail to pay your terminated employee on time, they may sue you in civil court and be entitled to double damages. If your employees are issued company property, such as safety equipment, laptop computers, cell phones, etc. Just remember, for this type of deduction, you cannot reduce their pay below minimum wage. Small claims court may be your best bet for the rest of the money.
In this economy, businesses sometimes find themselves giving employees payroll advances to help them out with short term financial shortages.
Sometimes, employers balk at paying unused sick time or vacation time to a departing employee who is leaving under less than optimal circumstances. A disgruntled former employee can always sue in small claims court for unpaid employee benefits.
Understanding and following the rules helps everyone know what to expect. I worked at a Casino and all employees are to balance the vault. The employee who balanced the vault after me said it was bal and ok. I asked her to show me the paper trail and proof of it or to let me look at it and explain what I did. I asked for her to show it to me and she denied it to me. I went above her and asked to show me proof of shortage and was denied. What can I do about this? Please HELP! They will help you to recover your lost wages.
They should be able to assist you. Wage and hour laws will vary by state. Good luck. I have employees that cannot complete their time sheets correctly. I end up spending several hours every two weeks following up behind them having them change their time sheets to match the correct hours they worked and correct mileage they drove. Since I am the one responsible for turning in their hours can I stop their paycheck from being issued temporarily until they correct their time sheets?
How do I handle this? Our store closed down and our check has not been processed to us it has been now two weeks they state the checks will not be returned because of missing merchandise can they withhold our check when they are accusing us of false accusations?
It is not legal for your employer to hold your check based on the information you provided. They would help you to recover your lost wages. However, it sounds as though you are in Maine or New Hampshire. My daughter is a dog groomer in Hinsdale IL. You have successfully removed bookmark. Delete canceled. Please log in as a SHRM member before saving bookmarks.
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