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The Nightmare Overpayment You Need to Know About
HR Stories From The Front Lines*
Payroll mistakes happen. After all, you’re human. But what if a data entry error turned into a five-figure overpayment?
As an employer, you do your best to hire honest employees, but you can’t foresee every possible situation. So, if you accidentally overpay someone, it’s reasonable to hope that person will bring it to your attention.
The nightmare situation that follows serves as an important reminder that not all employees will fess up to an undeserved windfall …
and that getting repaid for the mistake may require actions that cost you more in the long run.*
Let's join "Nightmare Overpayment" on HR Stories from the Frontlines.Read more
(*These incidents really happened; but names and other details have been changed.)
Stay Up to Date on the Latest Employment Legal Updates
Do you have an HR question keeping you up at night?
The following questions were submitted to our HR Professionals in the past month ...Question #1
Our company recently surpassed 50 employees. We have an employee who will most likely need one to three months off to care for her ill mother. What are the steps I should take to ensure I comply with FMLA?
I am the HR manager of a family-owned business that has several different entities – each of which is a separate corporation owned by the family.
In recent months, I have noticed a trend of former employees applying for positions at one of the other locations and some of these former employees are not subject to rehire at their previous location.
To avoid this problem, can I provide a report of former employees who are not eligible for rehire to the managers of our other locations?View the Answers
Handling the Helicopter Parent of
Your Minor Employees
Cindy owns a local fast food restaurant and employs many minor employees. She has never had any issues with employing minors until she hired Hank (who is 16).
Hank regularly reports to work late and, after 5 tardies, Cindy issues a written warning. Hank is immediately apologetic. He signs the written warning and promises that he will work harder to report to work on time.
The next day, Cindy receives a phone call from Hank’s mother, Pamela. She is very upset that she was not contacted before Hank received a written warning. Pamela also accuses Cindy of breaking the law because she asked a minor to sign a written warning. Finally, Pamela informs Cindy that, in the future, she must be present anytime Cindy speaks with her son.
Does Cindy have to comply with Pamela's demands?
Yes, because Hank is a minor and he cannot legally sign a document without a parent present.
Maybe, because Hank is a minor, Cindy should at least consult Hank’s parents before taking disciplinary action.
No, there is not any obligation to involve Hank’s parents. The employment relationship is with Hank.
6 Communication Tips to Avoid HR Disasters + Manager Cheat Sheet
You’re busy. We get that, but our quick tips for being a better HR Director will help you avoid HR nightmares with ease. We’ve even created a checklist for your managers, so they can learn to lead better without burdening you unnecessarily.
Read ahead for part two of our series to gain valuable tips and guidelines for communicating with employees about HR issues..
This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.