Help with being victimized by account dept in work

deefadog

Thanks for all the replies!

Yes i understand it is part of the law and they are only doing their job, i get that, but if they are being awkward as i know several people who have handed in non itemized recipes and it's all been cleared!

I have contacted to restaurant and obtained copies of the itemized transactions which is great!

But my point was (Maybe if i did not come across as it should)if they are laying down the law on me for some reason, then how do i ensure it's fair and all other employees are being treated equally - Is there a govening body who can come in and do a check/audit on this?

antrobus

deefadog wrote: »

....Is there a govening body who can come in and do a check/audit on this?

No.

deefadog wrote: »

..Now if we are forced to pay this back how do i fight this or make sure that i am not being singled out and everyone else has had to pay theirs?

You make sure you're not being singled out by being nice to the expenses clerk.

ILW

deefadog wrote: »

Thanks for all the replies!

Yes i understand it is part of the law and they are only doing their job, i get that, but if they are being awkward as i know several people who have handed in non itemized recipes and it's all been cleared!

I have contacted to restaurant and obtained copies of the itemized transactions which is great!

But my point was (Maybe if i did not come across as it should)if they are laying down the law on me for some reason, then how do i ensure it's fair and all other employees are being treated equally - Is there a govening body who can come in and do a check/audit on this?

There is no law that says they have to be fair and treat all employees equally. Unless you are claiming discrimination on the grounds of certain prescribed issues, such as race, gender etc?

Is this the case?

From your post it just comes over that you are a bit of a pain and that can stop people being as helpful as they could.

Jox

I understand you may be feeling victimized for some reason, perhaps keep a note of whenever you feel you are being singled out and see if there is a pattern?

I would suggest forgetting about this if you can and not getting external auditors involved which may open up all sorts of cans of worms and lead to more unfair behaviour towards you. Try to work with your colleagues and not against them.

Perhaps accounts has had enough of people not giving receipts but still expecting reimbursements.

I have to submit expenses for my team and it gets on my nerves when they don't have receipts for taxis etc and say "oh it was 20 quid" when I'm sure it was just 12 quid.

maninthestreet

So the restaurant is supplying you with itemized recipes ???

ILW

maninthestreet wrote: »

So the restaurant is supplying you with itemized recipes ???

Apparently that is what the accounts dept require according to the first post.

bris

maninthestreet wrote: »

So the restaurant is supplying you with itemized recipes ???

ILW wrote: »

Apparently that is what the accounts dept require according to the first post.

Then they must be wanting to see if the meal was worth it before paying out, a taste test perhaps......:rotfl:

AlexMac

Nic jokes... but...
Momentarily returning to the OP's supplementary Q " But my point was... if they are laying down the law on me for some reason, then how do i ensure it's fair and all other employees are being treated equally - Is there a governing body who can come in and do a check/audit on this?"

No one (to the best of my knowledge as a former senior manager with some HR duties) will 'come in' to police good employment practice (although an outfit called Investors in People do come in by invitation to health check business practice, including good staff management/ communication and their accreditation is useful if, for example, a firm wishes to secure government contracts).

But a decent employer will spell out how it intends to avoid 'harassment, bullying and discrimination' (and not just sex/race discrimination) in something like a company handbook, usually next to the chapters on 'conduct/misconduct, discipline, competence' etc and at best with clear written procedures on things like staff complaints, discipline, written or verbal warnings and, ultimately dismissal (eg for 'gross misconduct') and appeals.

The test of wheter these policies and procedures existed or were being adhered to would be in the court, called an 'employment tribunal' (google this and look at the gov.uk website explanation).

But they'd only accept a case if there was esevere, provable harassment or victimisation, or , for example, you'd been bullied or victimised to the point that you had no option but to resign (this used to be called 'constructive dismissal' in the jargon), But any court would expect you to try to fix the problem yourself first, whether or not you have a handbook or procedure. A typical expectation would be that you try to fix it, then complain informally, initially to your immediate boss, then escalate it as a more formal written complaint, going up a level if still unresolved... And document precise examples of the problem. A good employer would then convene some form of informal hearing, again, ideally prescribed in their company policies, before anything went outside to lawyers, the courts, etc.

But realistically, if the only harassment you're getting is to have to produce receipts when other colleagues get away with it, that would probably be seen as so low level as not to merit action, unless it was part of a wider systemantic harassing attack?

So the advice in a post above is better - sort it, charm the accounts team, or toe the line. After all- if unhappy in work (or in a relationship, marriage or whatever) you have only 3 options
- live with it
- fix it (negotiate or influence to change you circumstance), pr
- get out

Good luck; I wish I'd ever had the kind of job where I got expenses!

DCodd

deefadog wrote: »

All out business trips are expensed in work on our credit cards, now my account team has turned around and said because i lost the itemized recipe for a business lunch that i will have to pay for it out of my own pocket! (All this was done verbally with no HR present, so can be all denied if needed)

This has never bee a rule in the past and you provided itemized recipes whenever you can and i have.

We were told about this and 2 days later an email was sent around the company stating this rule! - A bit coincidental if you ask me

There could be a number of reasons why the situation has changed:

Who approves your expenses for payment? Has that person changed recently?

The accounts team may have had a slapped wrist for paying expenses without receipts and are now enforcing the Company policy?

You have upset them and so they are enforcing the policy?

Someone has been naughty with their expenses and now they want to be able to scrutinise expenses claims?

First port of call will be your contract as others have said then maybe have a friendly, calm and respectfull chat with accounts to see why they are cracking down on expenses claims.

Itemised receipts from restaurants help to determine how many people were at the Lunch compared to how many were supposed to be at the Lunch if you get my drift.

princeofpounds

But my point was (Maybe if i did not come across as it should)if they are laying down the law on me for some reason, then how do i ensure it's fair and all other employees are being treated equally - Is there a govening body who can come in and do a check/audit on this?

Whether they can force you to pay through wages will depend on your contract and company handbook. Clawbacks from wages have to be pretty legally tight, otherwise the company could fall foul of unlawful deduction of wages rules, which can be enforced by employment tribunals and courts.