My company handed me a letter today telling me I owe them money because they overpaid me. Do I legally have to pay them? I work an hourly job. I got a letter today telling me that they overpaid me and I owe them money. My job pays minimum wage and I'm not sure how they "overpaid" me, their computers pay me per second that I work. I can view the hours I've worked in the past but they're on a website that my company owns so I'm not sure if they're 100% legitimate. The company is large, there's a few thousand stores nationwide, so it's not a mom-and-pop shop. I turned in my two weeks one week ago, so they most likely knew about this before but didn't tell me. They haven't taken any money out of my account yet and I put a block on direct withdraws. However, I'm worried they will just take it out of my last paycheck. My question is, do I actually owe them money?
Go to know that you live in Washington. Per RCW 49.48.210, They must give you written notice with their evidence. Per RCW 49.48.210, section 3, you can (and should) request a review of the employer findings. Since the employer gave you the money, and you nor they saw any error until now, you may be protected under estoppel (WAC 388-02-0495). In the response letter, I would write something along the lines of " [Company Name] has paid IAW my expected rate and acted correctly when I received my money. I have also spent the money in good faith. Indeed, I still cannot see that any overpayment has actually happened. Please send me exact details why you believe that I have been overpaid, and why you believe that estoppel does not apply. Until this manner has been resolved per RCW 49.48.210, section 3, I request that you continue to pay my wages at normal rate for my time. I do not accept liability for the actions or inactions of [company name] and the claimed overpayment." Get receipt that the employer received the notice. Because it is in review, they don't have the right to garnish your wages. Challenge everything at the review. If something was changed or edited, challenge that. I would open up a new thread if they did that much. Best of luck
Read the terms It’s quite likely that, if you took this to court, the employer would be liable to pay your daughter interest on the underpayment and possibly be fined by the state for failing to follow the law. The terms probably are offering to pay the back pay with no interest and your daughter agreeing to confidentiality about the breach. Probably - I haven’t read them. In other words, they’re asking her to sign a contract saying she gets $XXX now, and can’t make any further claims against them. Such releases are commonplace when setting a dispute and there’s probably nothing underhanded going on. Probably - I haven’t read them. Because minors can void contracts if they are not in their interest, they want you, as her legal guardian, to also sign so that can’t happen. A relatively prudent precaution on their part. The alternative is to not sign the document and they presumably won’t pay. It will then be up to you whether to sue them which will cost you money, possibly more than you will get if you win. As to whether there is a dispute: they want your signature, you don’t want to sign - that’s a dispute. Any admissions they have made in their settlement offer are almost surely without prejudice, meaning they are inadmissible in court. If you want to sue, you would have to prove the underpayment without relying on their admissions. As stated above, maybe there is no underpayment. Only you and your daughter can decide if this is a good deal.
UK: For all I know you cannot be fired unless you are hired. They must hire you. Once a job offer is made and accepted, they must hire you. If they don't, call a lawyer. I personally know someone who got hired, and when he arrived for his first day's work at the new company, he found that the whole department that he was supposed to join had been laid of. The company had to hire him. PS. "Financial difficulties" means you call a lawyer urgently. Once they are bankrupt your chances of extracting money are not good.
The first thing to notice is that the £100 offer appears to be a legit offer. That is to say, accepting it will create a binding agreement between you and the company. There is no reason yet for the company to believe that you have suffered more damages, and you do have reasonable options to prevent them (ask bank for a new card - that's not going to cost you £100). The second observation is that the GDPR does not really affect the first observation. The GDPR itself does not give rise to additional civil claims or special damages. Yes, the GDPR states that the company is in the wrong, but parties can make agreements how a wrongful deed is made right again. And their offer appears to do so. Note that accepting the offer does not take away your continuing GDPR rights. It just affects their past error. You can still ask them whether they have your card data on file today.
There have been cases in the UK where paying someone's legal bills was interpreted as joining their case. So when A with no money libels someone, and B with deep pockets pays A's lawyer, then B risks being held liable for damages if A gets convicted. So B should be very careful. Just giving you money is probably the safest. But attorney-client privilege is between attorney and client. I have been laid off twice with my company asking me to take an employment lawyer and paying for it. (Interestingly each time the bill was exactly the maximum amount the company was willing to pay :-) It would have been absurd if my company could demand information that is under attorney-client privilege just because they paid the bill. Why did two companies pay the lawyers bill? Because that way they ensure that the separation is without problems. The lawyer explained the settlement contract and what it meant exactly. They also checked that the contract didn’t contain anything unacceptable which the company would have fixed. So if I had tried to sue them later I would have no chance to win (but there was no reason to sue). Another reason not to sue was that the company offered I settlement that was very significantly more than was legally required, but if you sued them you would only get what you got in court - most likely less than you would get without suing. So basically they paid to make sure I would have no reason to sue them later.
The reason that you are being asked to comply with a US law is because PayPal, a US company, is required to comply with US laws. If you do not comply, it is likely that they will be non-compliant and subject to sanctions. For more background, FATCA reporting is used to identify businesses that a company does business with. In this scenario PayPal does business with you, 'Kenorb Inc', and so must prove to the regulatory agencies that you are not a US based company, hence the need for the W-8BENE. In a similar way - people from other countries cannot simply ignore UK law when dealing with your business. As for your quotes - they are not contradictory.
This answer is for the US (at least). You're assuming that if income is not in dollars or some other national currency, then it is not taxable. That is false. "Barter" income, in which you are paid in other property or services, is taxable just as if you were paid in cash, based on the "fair market value" (in dollars) of the property or services you received in exchange. See https://www.irs.gov/publications/p525/ar02.html#en_US_2016_publink1000229343. So the employees would be required to report the dollar value of their scrip as income. If they willfully failed to do so, or intentionally gave a dishonest estimate of its value, they could be prosecuted for tax evasion. Obligatory: https://xkcd.com/1494/ Dale M suggests, in a comment below, that the same rule applies in all other countries. This seems plausible, but to be certain, one would have to check them all, which I haven't done.
Not very nice of the employer, actually quite cowardly. Being not nice and cowardly is not against the law. Being in the EU, and having been employed for ten years, the company will have duties to find a different position in the company at the same pay, and only when that fails, the employee can be laid off and will have a reasonable amount of notice, plus a reasonable amount of redundancy pay due to him. Unfortunately, he can expect only the legal minimum if the company behaved like this already. Good companies would provide a generous redundancy pay, plus pay for you to have any agreements checked by an employment lawyer of your choice - which means the employee can be sure they are not ripped off, and the employer is sure they cannot be sued for any reason. Obviously if they want him to quit, then the one single thing your relative mustn't do is to quit. Let them pay him. Plenty of time to look for a new job.