Underpaid for the last 22 months

exponential

Hi guys.

I have just been going through my pay-slips and have noticed that a bonus I should've been getting has not been in my pay since November 2010!!

I was initially on weekly pay for 8 months when I started at this company which comprised of a basic wage with various bonus' included.
After 8 months, a change in role (essentially the same job but with more responsibilities) came along which I accepted which meant me going onto salaried pay (monthly).

Now I negotiated with my line manager for essentially the same weekly wage (gross) but converted into monthly which he agreed on.

It turns out,one of the bonus' had not been included dating back to November 2010.
The reason I havn't noiced is because I assumed payrol had everything correct and didn't question my first monthly wage.

It has become apparent that I have been underpaid for quite some considerable time and now I am worried that I won't get a penny of it back.

Where do I stand here and what is my company likely to do as far as backdating it is concerned??

Thanks.

Sambucus_Nigra

What did they say when you pointed this out to them?

exponential

My line manager (the very same person who organised my change of pay from weekly to monthly), is being very reasonable about it and has said he will make the necessary calls to fix this.

He was under the impression that the bonus' had all been incorporated into my monthly salary but obviously not.

He did say that theres a chance they will only backdate 6 months pay but i'm not quote him on that........

Something tells me i'm going to be unhappy about the outcome...

Sambucus_Nigra

Point out that if you had been overpaid, they would expect it all back not just 6 months so you need it backdated, and to be able to sort out the tax and NI implications of this.

MissSarah1972

Sambucus_Nigra wrote: »

Point out that if you had been overpaid, they would expect it all back not just 6 months so you need it backdated, and to be able to sort out the tax and NI implications of this.

Yes and if they refuse put in a grievance.

exponential

Sambucus_Nigra wrote: »

Point out that if you had been overpaid, they would expect it all back not just 6 months so you need it backdated, and to be able to sort out the tax and NI implications of this.

Exactly!! They certainly wouldn't be shy of taking any monies owed to THEM would they!! I will be sure to point this out if I get a negative response.
Of course, the allowance changed this year didn't it there would be a significant difference in amount paid.

Will wait for their response.......

exponential

MissSarah1972 wrote: »

Yes and if they refuse put in a grievance.

Definately!!

getmore4less

MissSarah1972 wrote: »

Yes and if they refuse put in a grievance.

There are other things you need to do first.

going staight to a formal grievance marks you card.

find out who decided not to pay it all in full and if they won't budge go over their head.

Also point out that failing to pay sends a very poor message to all employees.(hint without saying it that HR and management cannot be trusted with pay).

also point out that if this is the policy iot needs documenting properly so all employees are aware of it.

You need to act fairly quickly because if you do end up with grievance and want to take it further you have 3months less a day to file a ET claim for deductions.

MissSarah1972

getmore4less wrote: »

There are other things you need to do first.

going staight to a formal grievance marks you card.

find out who decided not to pay it all in full and if they won't budge go over their head.

Also point out that failing to pay sends a very poor message to all employees.(hint without saying it that HR and management cannot be trusted with pay).

also point out that if this is the policy iot needs documenting properly so all employees are aware of it.

You need to act fairly quickly because if you do end up with grievance and want to take it further you have 3months less a day to file a ET claim for deductions.

I never said do that now. I said if they say they will not pay then do it.

exponential

getmore4less wrote: »

There are other things you need to do first.

going staight to a formal grievance marks you card.

find out who decided not to pay it all in full and if they won't budge go over their head.

Also point out that failing to pay sends a very poor message to all employees.(hint without saying it that HR and management cannot be trusted with pay).

also point out that if this is the policy iot needs documenting properly so all employees are aware of it.

You need to act fairly quickly because if you do end up with grievance and want to take it further you have 3months less a day to file a ET claim for deductions.

Ok. If I get no joy with it all then I will certainly take the above route. Just a waiting game now.......

What is this "30 day" business????

MissSarah1972

exponential wrote: »

Ok. If I get no joy with it all then I will certainly take the above route. Just a waiting game now.......

What is this "30 day" business????

its 90 days/3 months from when you put in a grievence to taking them to a Employment Tribunal (for illegal deductions)

They can not sit on it once the clock starts as you only have 90 days. I am sure someone will confirm this.