Can HR tell other employees your salary?

You cannot forbid employees – either verbally or in written policy – from discussing salaries or other job conditions among themselves. Discussing salary at work is protected regardless of whether employees are talking to each other in person or through social media.

Can a manager tell other employees your pay?

Under Executive Order 11246, you have the right to inquire about, discuss, or disclose your own pay or that of other employees or applicants. You cannot be disciplined, harassed, demoted, terminated, denied employment, or otherwise discriminated against because you exercised this right.

What is the law on being overpaid?

Your employer has the right to claim back money if they’ve overpaid you. They should contact you as soon as they’re aware of the mistake. If it’s a simple overpayment included in weekly or monthly pay, they’ll normally deduct it from your next pay.

What should you do when you Realise some employees are underpaid while others overpaid?

Contact the employee you overpaid and breakdown the situation (no need to panic) Inform them you plan to deduct the overpayment out of their next paycheck. Ask them if this will cause a financial burden (remember, when an employee receives extra money–whether they notice it or not–they may spend it right away).

Can an employer tell you not to discuss pay?

Your right to discuss your salary information with your coworkers is protected by the federal government. According to The New York Times, the National Labor Relations Act states that employers can’t ban the discussion of salary and working conditions among employees. Only your coworkers can tell you their salaries.

Can my employer tell me not to discuss pay?

For the most part: no, employers may not prohibit employees from discussing compensation according to the National Labor Relations Board (NLRB) and an April 2014 Executive Order from former President Obama. And many states have passed pay transparency laws for employees.

Should I tell my employer I was overpaid?

Overpaid? No, you don’t get to keep the money. “Your employer is legally entitled to claw that money back.” Green says that if you do notice that you’ve been overpaid, you should speak up right away — it’s your responsibility to alert your employer and work with them to fix the problem.

What to do if you’ve overpaid or underpaid an employee?

Whether you’ve overpaid or underpaid an employee, coming to a quick and satisfactory resolution is essential. Follow these simple steps to resolve an erroneous payroll discrepancy fast. Even if you haven’t experienced a pay discrepancy yet, you should research all government and local laws before you ever run into this mistake.

What are the long term effects of underpaying employees?

The Long-Term Effects of Underpaid Employees. More often than not, underpaying your employees is a classic penny-wise, pound foolish decision. Underpaid employees turnover faster, and typically underperform; even worse, their potentially toxic attitudes can spread throughout an entire company.

What happens if an employee overpays their salary?

The employer has the right to deduct the overpayment without written consent from the team member, but they are cautioned to act as soon as they notice the error. Failing to do so can be seen as the employer agreeing to the new wage.

Is it worth it to sue an employee for underpayment?

While this may cost money upfront, it can save thousands in litigation costs for failing to follow labor laws. The first step in any case of under or overpayment is to contact the employee, if you weren’t alerted to the discrepancy by the employee first.