Getting paid by mistake after leaving a company? Pretend someone worked at a company and was paid monthly. A month after leaving they are paid their severance, and should not receive any payment in the future. A month later, they are contacted by the finance department, apologising that they were paid in error, and kindly asked to send the money back. What would happen if this money was not returned? The only results I found online state that the company would take it back from any future payments, however in the scenario above this person has left the company and therefore would not have any future payments. Edit: I decided to do the right (and by the looks of the replies) legal thing and return the money, after checking with the CEO. They admit to a computer problem on their end, and apologised. I might have misread some comments/answers, so just to clarify - this payment was made a month after my severance pay when I was not expecting any further wage payments from the company.
What would happen if this money was not returned? The former employee would, based on the given circumstances, be guilty of theft contrary to section 1 of the Theft Act 1968: (1) A person is guilty of theft if he dishonestly appropriates property belonging to another with the intention of permanently depriving the other of it... Section 5 defines &quot;Belonging to another&quot; to include: (4)Where a person gets property by another’s mistake, and is under an obligation to make restoration [...] an intention not to make restoration shall be regarded accordingly as an intention to deprive that person of the property or proceeds. Setion 4 states that: (1)“Property” includes money... Although there are statutory defences to theft, at section 2, to acting dishonestly they are not satisfied in this scenario: (1)A person’s appropriation of property belonging to another is not to be regarded as dishonest— (a)if he appropriates the property in the belief that he has in law the right to deprive the other of it, on behalf of himself or of a third person; or (b)if he appropriates the property in the belief that he would have the other’s consent if the other knew of the appropriation and the circumstances of it; or (c)(except where the property came to him as trustee or personal representative) if he appropriates the property in the belief that the person to whom the property belongs cannot be discovered by taking reasonable steps. A very similar set of circumstances arose in the case A-G Ref (No 1 of 1983) [1985] QB 182 The defendant, a police woman, received an overpayment in her wages by mistake. She had noticed that she had received more than she was entitled to but did not say anything to her employer. She did not withdraw any of the money from her bank account. The trial judge directed the jury to acquit. The Attorney General referred a question to the Court of Appeal. Held: [by the Court of Appeal] It was possible for a theft conviction to arise where the defendant had not withdrawn the money. There was a legal obligation to return the money received by mistake.
What legal options do I have here? It depends on how much you are owed. If it is less than $5000 (in a city court) you can sue them in small claims. If it is more than that, you'll have to sue them in a different court. Do I have a claim to salary if I quit? Yes, absolutely. You quitting does not relieve the business of its obligation to pay you for work you have already performed. In some states, they may also be required to pay you for accrued leave (sick/vacation time). You should not have to work for a company that does not pay you, we got rid of slavery a long time ago. I'm nearly positive I would not have a claim to the 100% discretionary bonus. Maybe, maybe not. This depends on your contract and what you've been told. If you were told (in writing) that you would be given $X amount for a bonus for work performed in 2018, the bonus may no longer be discretionary because the company obligated themselves to pay it via a promise. Bonuses may be harder to argue in court, but if you have sufficient documentation that you were promised this bonus then you may have a claim to it. If you do decide to go to court with this, gather up as much documentation as you can before quitting, print it out and save it to bring to court or to your lawyer. Make sure to get as much as possible, for example if it is an email, get the whole chain, as much of the headers as possible, etc. If you have voicemails, see if you can save them or record them for later. Do not wait too long, have a lawyer draft up a demand letter the moment you quit outlining exactly everything you are owed, including the bonus, vacation, sick days, etc. Deliver this via certified mail. Don't let them say "well we'll get you taken care of next week/month/pay day". There are statutes of limitations (I don't know what they are for NYC) but you should be making an effort to collect, not waiting on them. After you quit, they don't have an incentive to pay you anymore (even though they are legally obligated to).
Your tax advisor was legally correct, but perhaps not very savvy. Unfortunately, the best way to resolve this sort of situation is to avoid it: You should have insisted your employer stop withholding for PA as soon as you moved out of state. Once someone else has possession of your money the burden is on you to get it back, and the burden can be (practically) quite high before it runs afoul of any serious laws. The fact is that your filings are correct, and the PA Department of Revenue is being ridiculous. If they can't be satisfied with reasonable and adequate evidence backing your return you can file administrative appeals at little cost in hopes of reaching a more reasonable agent. However, if I were in this situation, since NC's tax rate is higher, I would just amend my NC return to claim a credit for taxes paid (even though erroneously) to another state. (This takes advantage of our federalist system and your state citizenship and puts the burden on NC to collect the "correct" difference from PA if they care enough. You also don't have to fight for the actual return of money with your new state because presumably you will owe them taxes again this year, and if they haven't returned what you claim you're owed then you just deduct it from what you owe this year.)
Yes. Technically, it would probably not be a claim for lost wages (which are usually awarded when someone injures you in a way that leaves you unable to work) but rather a claim for breach of contract. In that case, you would seek damages equal to the wages that you would have reasonably expected to earn. Keep in mind, though, that before making an award of contract damages, a court may expect to see proof that you've attempted to mitigate your damages, meaning that you tried to find work to replace the work that was promised. If you were promised a $100,000 apprenticeship, for instance, and you found a $75,000 apprenticeship, you would be eligible for the difference: $25,000 in damages. If you make reasonable efforts to find work but are unsuccessful, you'd be eligible for the full $100,000. If you make no efforts to mitigate, a court may deny damages altogether, or award "nominal" damages, which usually means $1.
No. It's the retailer's responsibility to give you your money back. From s14 of the Sale of Goods Act 1979: (2) Where the seller sells goods in the course of a business, there is an implied term that the goods supplied under the contract are of satisfactory quality. (2A) For the purposes of this Act, goods are of satisfactory quality if they meet the standard that a reasonable person would regard as satisfactory, taking account of any description of the goods, the price (if relevant) and all the other relevant circumstances. (2B) For the purposes of this Act, the quality of goods includes their state and condition and the following (among others) are in appropriate cases aspects of the quality of goods— (a) fitness for all the purposes for which goods of the kind in question are commonly supplied, (b) appearance and finish, (c) freedom from minor defects, (d) safety, and (e) durability. If your goods are faulty after a month and a half, it would appear that the goods are not of satisfactory quality as they lack durability - s14(2B)(e) above. The Sale of Goods act is very clear that your contract is with the seller. You have the right to terminate that contract, because s14 is always a condition if you're a consumer. Furthermore, the seller cannot exclude liability for breach of any terms regarding the quality of goods, and specifically, they can't exclude themselves from liability under s14 of the Sale of Goods Act. All of this is found in the Unfair Contract Terms Act 1977. So the answer is: you appear to have a reasonable case for returning the goods to the retailer, and they are required, by law, to give you their money back. If you sent the goods back to the manufacturer, those rights shouldn't be affected, on the basis that UCTA states that those rights cannot be excluded. (Disclaimer: this shouldn't be taken as legal advice, merely advice given peer to peer. In your situation, that's what I would argue myself.)
Without commenting on the relatively strange situation itself, it is still useful to actually read what was actually said than what was described in a letter from a third person, even if the relayed information is technically true. The supposed basis for the claim of a zero salary is from an email allegedly sent by the department head (appendix 15): In short, you are not teaching in 2022/2023 and you have not submitted the required outline of your research or other engagement. I am very sorry that we cannot establish that you will be doing any work expected of a faculty member. Thus we cannot pay you. Starting with the Fall semester, your pay will be reduced to zero and you will be placed on unpaid personal leave. Essentially, the professor is being put on an unpaid leave because allegedly he is not doing any work. Consequently, minimum wage laws are not engaged even if the professor is not exempt as teachers since he is not being required to do any work. In the U.S., employers generally can do this (unless a work contract provides otherwise); in many circumstances, it is called being laid off (though the term has attracted a permanent connotation in parts of North America) or being suspended. An indefinite unpaid leave can be considered constructive dismissal if the employer does not reasonably allow the employee to return to work. It may not be constructive dismissal if the unpaid leave is prescribed by binding employer policies or because the employee refuses to work (and the employer allows the employment relationship to continue). Even if it is constructive dismissal, it is not automatically wrongful.
No, they are not obliged to take you back early As you say in your TL;DR you arranged 4 months leave and your employer no doubt made arrangements to deal with your absence. Now, you want to return early; they are not obliged to allow you to do so just as you would not be obliged to do so if they wanted you to cut your leave short. No doubt the current pandemic has changed the situation and in its absence, they might have been more willing to have you back early. But then, you wouldn't want to be coming back early. Your employment status is that you are employed and on leave. Subject to the details of your employment contract; there is nothing stopping you taking another job - there is a huge demand for logistics workers particularly in the health sector at the moment; much of it unskilled work. dIf you want to be unemployed, you can always resign.
I infer from the use of the past tense &quot;worked&quot; that you no longer work for the company in question. Also, from the fact that you are wondering whether there might be negative consequences, I infer that you do not have permission to use the systems in question. The specific consequences will depend on where the company and its computers are located, as well as on the nature of the systems you log in to and on what you do with those systems, but it's certainly possible to receive a penalty of several years' imprisonment. The fact that you created the system in question makes no difference.