Quote from jolie
the first think i was taught as a nurse manager (by a very wise mentor) was never to mess with an employee's time or pay. if an error in pay occurs that is the fault of management, it is their duty to correct it promptly, even if that means cutting a new check. (this is a qi indicator for many payroll departments, so they try to avoid doing so at all costs!) it is never appropriate for a manager to tell an employee that s/he must wait until the next pay period to have a pay error corrected that was management's fault.
tazi is absolutely correct that if the error had been in your favor, they would have demanded immediate repayment. you should settle for no less.
since implimentation of kronos online payroll system 4 months ago, i've had pay errors almost every payday with one or 2 staff. errors include keying entry error; system blocking data entry first monday of pay period for perdiem staff without set schedule; saving info on one screen correctly, but next screen different total; unable to gain access to system for sign-off as database down; system upgraded and prior weblink invalid. :angryfire :angryfire :angryfire
much easier in old days to just manually sign timesheet and corrier to payroll for data entry.
it is managers (or designated person) responsibility to signoff paper timecard or electronically payroll for department and have ultimate responsibility for employees pay. therfore, since manager is person responsible to approve/disapprove submitted payroll, manger is person who needs to remady errors by contacting payroll department.
if problem not corrected by contacting departments designated payroll staff, then mgr needs contact payroll manager. still not resolved by next payroll, hr director contacted and live check is cut by end of week.
don't need to bring lawyer into situation; instead inform manager that you are contacting state wage office if not corrected in 48hours.
no payroll department wants state/federal intervention.
i now cc hr assistant on all incorrect pay issues to keep them abreast of situations so system issues can be resolved pronto.
lastest payroll lesson learned:
if employee takes pto off and then works additional hours which would be over 80 in a pay period, pto time off does not count towards overtime. per gowerment regs, overtime based on hours worked and holidays only.
fact sheet #17n: nurses and the part 541 exemptions under the flsa
for more information regarding the fair labor standards act, visit the wage and hour division’s web site at www.wagehour.dol.gov
or call our toll-free help line, available 8 a.m. to 5 p.m. in your time zone, at 1-866-4us-wage (1-866-487-9243).