Overpayment?

[bmccoll]

more than likely an input error on PSP, meaning if you got it then the person who actually performed the overtime did not

Let them know and they can correct it

That is what is likely to have happened. Your paynumber or name may be similar to a colleague, who will argue that he was underpaid. They'll check and find you have been paid it instead and they'll wonder why you didn't mention it. Tell your gaffer, keep yourself right.

[POSTMAN]

more than likely an input error on PSP, meaning if you got it then the person who actually performed the overtime did not

Let them know and they can correct it

That is what is likely to have happened. Your paynumber or name may be similar to a colleague, who will argue that he was underpaid. They'll check and find you have been paid it instead and they'll wonder why you didn't mention it. Tell your gaffer, keep yourself right.

Yep, Dad, do what the above 2 have said.

[Postie45]

It is not sackable for christ sake.
No wonder people get stressed over every little thing.

We overpaid you
Oh did you - I'm sure I did do some overtime.
We'll take it out next week.
Can you check I didnt do overtime.
You didn't
OK

THE WORST THAT CAN HAPPEN

so you dont think him posting about it on this board then going on to decide to not report it couldnt possibly turn out badly for him ? especially if he was a more active user, this forum is open for anyone to read.

[maisymoo04]

Been in the job for a few months now and enjoying it. Never had a problem with claiming overtime when I've gone over my hours. However last week I did my bare minimum of 25 hours which is my contract. Actually finished early a few days too. Just got my payslip and I have 25 hours plus 7 hours listed as weekday scheduled attendance SSPR(P) so it seems I've been payed too much this week. When I do overtime it goes on my payslip as weekday overtime SSPR. Now.... Obviously I would go in and check with my manager about this but just thought I'd check if anyone else has been in this situation and what they did about it?

so that's were it went

[WalkingDad]

So a week on and nothing happened. I went and spoke to my manager who said he would look into it and has said nothing more about it since. They haven't deducted it from my wage this week so it seems like it's been forgotten about! Going to use it to buy myself a raincoat as I'm fed up of waiting for mine to arrive from the uniform people!!

[Postie45]

it could still get taken out, i had a payment deducted some months after the initial error before but yeah you may also just have gotten some free money. RM is so badly run top to bottom who really knows

[k979aaa]

If you are overpaid a maximum of 10% of your actual wage could be deducted at one time or it could be spread over a few weeks or more thank god for weekly pay!

[ernieshoe]

It is not sackable for christ sake.
No wonder people get stressed over every little thing.

We overpaid you
Oh did you - I'm sure I did do some overtime.
We'll take it out next week.
Can you check I didnt do overtime.
You didn't
OK

THE WORST THAT CAN HAPPEN

so you dont think him posting about it on this board then going on to decide to not report it couldnt possibly turn out badly for him ? especially if he was a more active user, this forum is open for anyone to read.

WalkingDad
Offline

Posts: 4
Joined: 25 Jun 2017, 21:46
Gender: Male

RM haven't got a lot to go on really have they ???

[Postie45]

right now they dont, if that user keeps posting theres potentially more info, and now hes been warned about it he may be more careful than he might have been otherwise. I see people on here post about themselves that if you were a manager in their unit you 100% could know who they are.

[TrueBlueTerrier]

Posts: 4
Joined: 25 Jun 2017, 21:46
Gender: Male

RM haven't got a lot to go on really have they ???

He is a new starter. He spoke to his manager this week. He is on a 25 hour contract.

All available from his posts and while it doesn't directly identify him, it certainly narrows it down if his manager thinks he know who he is on here.

Drip, drip all information is useful.

[bmccoll]

The guy tells us he has informed his manager, as you should. If RM intend to take back the money he's been paid after all these weeks it should be in increments otherwise he may be in trouble financially.

[POSTMAN]

For laters...

OVERPAYMENTS RECOVERY PROCEDURE

1. Objective

The objective of this procedure is to provide advice and guidance for processing of overpayment of wages and expenses cases.

2. Introduction

2.1 The process and procedure set out below will be followed in all cases of overpayments, recognising the legal right and commercial obligation of the Business to recover overpayments and the need to ensure it has a consistent, efficient and legal policy on the recovery of overpayments of wages.

2.2 It is Royal Mail’s policy to pay wages on time and correctly, and every effort should be made to eliminate the overpayment of pay occurring. However, it is the duty of every employee to notify the Business immediately if they become aware of an overpayment in their pay.

2.3 Royal Mail commits to dealing with overpayments in a reasonable and sensitive manner and with due regard for individual circumstances.

3. Process and Procedure

3.1 Where an overpayment is discovered the total amount of the overpayment should be calculated and the reasons for the error established and recorded.

3.2 As soon as an overpayment has been established, People and Organisational Services will notify the employee concerned. This notification will clearly detail the amount of the overpayment, the circumstances that have led to it and the options available for recovering the monies that have been overpaid. The individual should also be informed that advice can be obtained from their Union.

3.3 Where the process in Para 3.2 (detailed above) does not resolve the issue then the employee’s Line Manager will be informed of the overpayment together with the reasons that have led to it occurring, the amounts involved, and advised that they now need to meet with and discuss this issue with the employee concerned.


3.4 The Manager will arrange an interview with the employee concerned. The employee should be given prior notice of the interview and informed that should they wish, the local Union Representative may accompany them to the interview. A record of this interview should be kept by the line manager and copied to the employee.

3.5 The purpose of the interview is to establish all additional relevant facts and any mitigating/personal issues that need to be taken into account. Normally, the outcome of this meeting will be an agreement to repay the overpayment in full, over an appropriate and agreed timeframe. However, in limited circumstances, this interview may lead to agreement that some or all of the overpayment is waived and in extreme cases that the whole overpayment is waived. The MCM/DOM will be responsible for making any final decision on waiving some or all of the overpayment, after seeking advice from their RSM (Advice and Support).

In making the decision referred to above, the following should be considered:-

• whether the Employee notified the Business of the overpayment and, if so, what actions were taken by Management
• whether the overpayment continued for a substantial period of time
• the value of the overpayment in question
• the employee’s personal circumstances.

3.6 Royal Mail’s policy is to seek recovery of overpayments of pay by agreement, wherever possible. However, Royal Mail reserves its statutory right to deduct from salaries any monies owed. The CWU notes it is Royal Mail’s policy to reclaim overpayments of wages in these situations by deducting 10% of the individual’s gross basic pay per pay period until the overpayment is fully recovered. This will be a last resort and only applied after all reasonable efforts have been made to reach an agreement with the employee concerned. Royal Mail commits to dealing with overpayments in a reasonable and sensitive manner and with due regard for individual circumstances throughout the period of the overpayment.


4. Key Principles

4.1 In all cases of overpayments an employee’s pay record/arrangements will be amended so as to rectify the overpayment at the earliest opportunity.

4.2 In cases of bulk overpayments, i.e., where there are two or more individuals, and they have been overpaid as a result of an error emanating from the same source, these may be treated as individual cases.

4.3 In the case of overpayments of less than £25 (pro rated for part time employees), People and Organisational Services will notify the employee that the amount will be automatically deducted in the next pay (whether that be weekly or monthly).

4.4 It is agreed that all underpayments of pay will be paid in full. Where there is an overpayment and an underpayment one will be offset against the other as appropriate.

4.5 Recovery of overpayments will not take place in cases where an employee has died. In instances where the business seeks to recover the monies from an employee who has died, this will be authorised by POS, in conjunction with the RSM (Advice and Support).

4.6 In instances where an employee has left the business, Royal Mail will seek to recover any overpayment. As soon as an overpayment has been established People and Organisational Services will notify the ex-employee concerned. This notification will clearly detail the amount of the overpayment, the circumstances that have led to it, and the options available for recovering the monies that have been overpaid. Debt recovery will be used in instances where reasonable efforts have been made and failed to reach an agreement on repayment of the overpayment.

4.7 Where an employee has given advance notification of leaving the business, the business will normally recover all outstanding monies owed from the employee’s final pay to repay the overpayment.

4.8 In instances where a casual employee is overpaid, People and Organisational Services will notify the employee concerned. This notification will clearly detail the amount the overpayment, the circumstances that have led to it, and the options available for recovering the monies that have been overpaid.

4.9 Overpayments identified as suspected fraud or contributory negligence will be dealt with under the terms of the appropriate national procedures.

4.10 Recovery of overpayments and the arrangements associated with the process will be applied in a timely way in order to ensure that the Business recovers the monies quickly and efficiently, and to minimise any anxiety caused to the employee

[bmccoll]

For laters...

OVERPAYMENTS RECOVERY PROCEDURE

1. Objective

The objective of this procedure is to provide advice and guidance for processing of overpayment of wages and expenses cases.

2. Introduction

2.1 The process and procedure set out below will be followed in all cases of overpayments, recognising the legal right and commercial obligation of the Business to recover overpayments and the need to ensure it has a consistent, efficient and legal policy on the recovery of overpayments of wages.

2.2 It is Royal Mail’s policy to pay wages on time and correctly, and every effort should be made to eliminate the overpayment of pay occurring. However, it is the duty of every employee to notify the Business immediately if they become aware of an overpayment in their pay.

2.3 Royal Mail commits to dealing with overpayments in a reasonable and sensitive manner and with due regard for individual circumstances.

3. Process and Procedure

3.1 Where an overpayment is discovered the total amount of the overpayment should be calculated and the reasons for the error established and recorded.

3.2 As soon as an overpayment has been established, People and Organisational Services will notify the employee concerned. This notification will clearly detail the amount of the overpayment, the circumstances that have led to it and the options available for recovering the monies that have been overpaid. The individual should also be informed that advice can be obtained from their Union.

3.3 Where the process in Para 3.2 (detailed above) does not resolve the issue then the employee’s Line Manager will be informed of the overpayment together with the reasons that have led to it occurring, the amounts involved, and advised that they now need to meet with and discuss this issue with the employee concerned.


3.4 The Manager will arrange an interview with the employee concerned. The employee should be given prior notice of the interview and informed that should they wish, the local Union Representative may accompany them to the interview. A record of this interview should be kept by the line manager and copied to the employee.

3.5 The purpose of the interview is to establish all additional relevant facts and any mitigating/personal issues that need to be taken into account. Normally, the outcome of this meeting will be an agreement to repay the overpayment in full, over an appropriate and agreed timeframe. However, in limited circumstances, this interview may lead to agreement that some or all of the overpayment is waived and in extreme cases that the whole overpayment is waived. The MCM/DOM will be responsible for making any final decision on waiving some or all of the overpayment, after seeking advice from their RSM (Advice and Support).

In making the decision referred to above, the following should be considered:-

• whether the Employee notified the Business of the overpayment and, if so, what actions were taken by Management
• whether the overpayment continued for a substantial period of time
• the value of the overpayment in question
• the employee’s personal circumstances.

3.6 Royal Mail’s policy is to seek recovery of overpayments of pay by agreement, wherever possible. However, Royal Mail reserves its statutory right to deduct from salaries any monies owed. The CWU notes it is Royal Mail’s policy to reclaim overpayments of wages in these situations by deducting 10% of the individual’s gross basic pay per pay period until the overpayment is fully recovered. This will be a last resort and only applied after all reasonable efforts have been made to reach an agreement with the employee concerned. Royal Mail commits to dealing with overpayments in a reasonable and sensitive manner and with due regard for individual circumstances throughout the period of the overpayment.


4. Key Principles

4.1 In all cases of overpayments an employee’s pay record/arrangements will be amended so as to rectify the overpayment at the earliest opportunity.

4.2 In cases of bulk overpayments, i.e., where there are two or more individuals, and they have been overpaid as a result of an error emanating from the same source, these may be treated as individual cases.

4.3 In the case of overpayments of less than £25 (pro rated for part time employees), People and Organisational Services will notify the employee that the amount will be automatically deducted in the next pay (whether that be weekly or monthly).

4.4 It is agreed that all underpayments of pay will be paid in full. Where there is an overpayment and an underpayment one will be offset against the other as appropriate.

4.5 Recovery of overpayments will not take place in cases where an employee has died. In instances where the business seeks to recover the monies from an employee who has died, this will be authorised by POS, in conjunction with the RSM (Advice and Support).

4.6 In instances where an employee has left the business, Royal Mail will seek to recover any overpayment. As soon as an overpayment has been established People and Organisational Services will notify the ex-employee concerned. This notification will clearly detail the amount of the overpayment, the circumstances that have led to it, and the options available for recovering the monies that have been overpaid. Debt recovery will be used in instances where reasonable efforts have been made and failed to reach an agreement on repayment of the overpayment.

4.7 Where an employee has given advance notification of leaving the business, the business will normally recover all outstanding monies owed from the employee’s final pay to repay the overpayment.

4.8 In instances where a casual employee is overpaid, People and Organisational Services will notify the employee concerned. This notification will clearly detail the amount the overpayment, the circumstances that have led to it, and the options available for recovering the monies that have been overpaid.

4.9 Overpayments identified as suspected fraud or contributory negligence will be dealt with under the terms of the appropriate national procedures.

4.10 Recovery of overpayments and the arrangements associated with the process will be applied in a timely way in order to ensure that the Business recovers the monies quickly and efficiently, and to minimise any anxiety caused to the employee

as I stated in much, much fewer words...

[Lounge Lizard]

Posts: 4
Joined: 25 Jun 2017, 21:46
Gender: Male

RM haven't got a lot to go on really have they ???

He is a new starter. He spoke to his manager this week. He is on a 25 hour contract.

All available from his posts and while it doesn't directly identify him, it certainly narrows it down if his manager thinks he know who he is on here.

Drip, drip all information is useful.

And he didn't start his question "A COLLEAGUE OF MINE HAS Been in the job for a few months now and ..........."

[Alexei]

You should just avoid complicating matter's and just extend / work overtime for him for nothing