Overpayment and Deductions

Manxman_in_exile

You sound as if you're a junior doctor doing periodic rotations between different hospitals, each rotation being a new contract? Unfortunately junior doctors' contracts can be confusing because of the high hours worked and when they're worked. (And might get more complicated...)


1. As Sangie said, get your BMA rep to explain the t&cs to you or


2. Your host trust should have a dedicated medical staffing officer within HR who also should be able to explain to you plus explaining exactly what rates are payable for different types of shift etc.


Yes they can claim the overpayment back but should have informed you first. In the trust I worked for the sending out of overpayment letters to staff was an industry in itself.

Alice_Walker

cheap-information wrote: »

I am a doctor and so our contracts and pay is very different to the rest of the workforce. It is almost normal for us not to know how much we are getting paid until we get our first pay slip.

Our "basic" pay is very simple to find out and is known to us, but the 'banding' is the part of the pay which changes with every job and we only get to know that normally when we read our payslips.

All this information is on the BMA website.

And the NHS Employers website.

If you know your working pattern there's no reason why you could not work this out yourself.

Manxman_in_exile

Are you absolutely sure that you weren't given prior notice of the overpayment and intention to recover?


If this is an NHS trust I'd be surprised if their overpayment procedures weren't absolutely watertight. It's one of the things the NHS has had a lot of practice at getting right

sangie595

Manxman_in_exile wrote: »

Are you absolutely sure that you weren't given prior notice of the overpayment and intention to recover?


If this is an NHS trust I'd be surprised if their overpayment procedures weren't absolutely watertight. It's one of the things the NHS has had a lot of practice at getting right

That is one of the reasons I asked about previous work. There is no obligation to issue new terms and conditions if someone moves from one job to another. They only have to issue it for the beginning of the first job. If the OP has worked in several jobs but all with the same trust, then the agreement that deductions can be made will be in the original terms and conditions document. Although I agree it's unusual to not send some form of notice as well.

cheap-information

sangie595 wrote: »

Was your last job your first one with them? Or did you work for them previously?

This was the first job with this employer, I had never worked for them before. It is a training contract and the first year of it.

cheap-information

Alice_Walker wrote: »

All this information is on the BMA website.

And the NHS Employers website.

If you know your working pattern there's no reason why you could not work this out yourself.

I would have to disagree.

It is easy to determine if the job is unbanded as you only work 8 hours a day on weekdays and work no weekends/nights or other anti-social hours.
However, the difference between a 40% and 50% banded job is incredibly difficult to work out. I am probably more knowledgable than my colleagues on rotas and banding but would really struggle to distinguish between them. It depends on what proportion of hours are deemed anti-social and how many hours worked. Most of these jobs would have nights, weekends etc.

cheap-information

Manxman_in_exile wrote: »

Are you absolutely sure that you weren't given prior notice of the overpayment and intention to recover?


If this is an NHS trust I'd be surprised if their overpayment procedures weren't absolutely watertight. It's one of the things the NHS has had a lot of practice at getting right

Definitely not given any notice, at first they told me it was a mistake and they were going to repay it, then month 2 was even less pay and only in month 3 they told me it was because I'd previously been overpaid.

Manxman_in_exile

Your employing trust should have an HR policy setting out the procedure and steps to be taken when recovering overpayments of salary. I would expect that to include giving the member of staff some form of prior notice of the recovery.


As I said above the trust may have a dedicated medical staffing officer within HR. Ask them for clarification of the correct procedure.


Also speak to your BMA rep - especially if others are affected. The trust's payroll provider may not be acting within the correct procedure. But if you've been overpaid you'll still have to repay it.