payroll issues ???

[HyperRNRachel]

My check from the end of Feb. was "keyed" in wrong and I am having the most difficult time resoving the issue. Immediately I brought the error to the attention of my director and was told that the corrected amount would be on the next paycheck. When it was not on the next check I called the payroll office, and after leaving several messages, I accidently got through and was told the amount would be credited to the March 23 check. Guess what....it was not! Back to my director, who told me yesterday that she got the "approval for me to call payroll". Guess what, no return call from payroll. I am at a loss on how to handle this. I was also told by my director that when I speak with the lady in payroll that I must be extremely nice or I could be written up and immediately fired! What the *&^%???? Fired for trying to get two people to correct their mistake? I am having serious issues with this director who seems to be more interested in flirting and harrrassing our male employees and pretending to be holier than thou than actually doing her job.

My director is not handling this issue. Payroll obviously has an idiot working the entire department. So who is next in the chain of command, or should I call it "chain of pass the buck"?

[TazziRN, RN]

Go to HR. HR is ultimately everyone's boss, even the CFO. I had problems with our payroll department, and I give them credit for fixing the mistake everytime, but it kept on happening. I finally called HR and told them (nicely, honest!) that I wanted the problem fixed now. It worked.

[SICU Queen]

Yep, what Tazzi said...

Good luck with this... it bites to work so hard and then not see it reflected on your check, and then to be BLOWN OFF on top of it all is just insulting.

[TazziRN, RN]

Now, if they had keyed stuff in wrong and overpaid you, they'd be demanding their money back with a 2-minute deadline!!

[jill48, ASN, RN]

I would reply by saying I already was nice, multiple times. Now I want MY money or you can deal with my lawyer.:angryfire

[Jolie, BSN]

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.

You have been way too patient for way too long. Write a letter and hand deliver it to your manager and payroll stating that if the error is not corrected (with interest) within 48 hours that you will be forced to turn the matter over to your attorney.

Then do so. Let them know that you will not tolerate being messed with anymore.

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.

[barbyann]

I was in same situation not too long ago. I ended up emailing the CFO and asked for a complete audit of my paychecks back to Jan. 1 and mentioned my inability to get it straightened out through the normal channels.

Had my money in two days, exact to the penny.

[NRSKarenRN, BSN, RN]

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.

us gov: wages

the department of labor enforces the fair labor standards act (flsa), which sets basic minimum wage and overtime pay standards. these standards are enforced by the department's wage and hour division, a program of the employment standards administration.

the flsa does not, however, require severance pay, sick leave, vacations, or holidays. ...

...extra pay for working weekends or nights is a matter of agreement between the employer and the employee (or the employee's representative). the flsa does not require extra pay for weekend or night work or double time pay.

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).

:wink2:

[fultzymom]

Is your company in with a "Home Office" or are you a little facility? We have had problems before et we call home office when something comes up. Also what about the Adminsitor of the facility? Is he/she any help or is that who you mean by director? I am with everyone else. Give them a deadline then call your attorney. That will get the ball rolling.

[HyperRNRachel]

Thank you so much to everyone who took time to reply, I am kicking myself for not posting this sooner. UPDATE: Called HR (as suggested here) and left two messages, after being told (with the third phone call) that the HR person was "just leaving for a meeting" I then called our CEO. Although the CEO was not in (will be out until Tues.) I was assured someone would call me back in 10 minutes. Guess who calledme back? Yep, the HR person who, just minutes earlier, was "just leaving for a meeting". I voiced my frustration, told him I did not want an apology I wanted answers, and stated that I want to receive a check within 48 hours.

I now plan on writing a detailed letter to the CEO thanking the woman who was able to get HR to return my call in less than 10 minutes, and in detail decribe the apathic and unprofessional manner in how this payroll decrepency was handled.

Again thanks to everyone.

[TazziRN, RN]

Good! When you go up the chain and get nowhere, contact HR. They are everybody's boss.

[jill48, ASN, RN]

Thank you so much to everyone who took time to reply, I am kicking myself for not posting this sooner. UPDATE: Called HR (as suggested here) and left two messages, after being told (with the third phone call) that the HR person was "just leaving for a meeting" I then called our CEO. Although the CEO was not in (will be out until Tues.) I was assured someone would call me back in 10 minutes. Guess who calledme back? Yep, the HR person who, just minutes earlier, was "just leaving for a meeting". I voiced my frustration, told him I did not want an apology I wanted answers, and stated that I want to receive a check within 48 hours.

I now plan on writing a detailed letter to the CEO thanking the woman who was able to get HR to return my call in less than 10 minutes, and in detail decribe the apathic and unprofessional manner in how this payroll decrepency was handled.

Again thanks to everyone.

You go girl.