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The Overpayment Nightmare
Quickie Burgerz is a growing business, so Mary, the restaurant manager, hired Tabitha. Up until recently, everything was running smoothly. That is, until another employee informed Mary that Tabitha was bragging about getting overpaid.
Mary sat down, reviewed the payroll records since Tabitha’s hire date two months earlier, and discovered a disastrous error. Tabitha’s starting wage was $7.25 per hour, the minimum wage in her state, but a clerical entry error on her original paperwork noted that she would receive a staggering $72.50 per hour.
Tabitha had been receiving 10 times her appropriate wages for two consecutive months and never said a word. In total, she received more than $10,000 in overpayments. Read on to learn how Mary handled this overpayment nightmare!
*This example is based on an actual incident; however, names and other organizational details were changed.
Oh, The Horror!! Helicopter Parents!
Sherry owns a local fast-food restaurant and employs many minor employees. She has never had any issues with employing minors until she hired Mark (who is 16).
Mark regularly reports to work late and, after 5 tardies, Sherry issues a written warning. Mark is immediately apologetic. He signs the written warning and promises he will work harder to report to work on time.
The next day, Sherry receives a phone call from Mark’s mother, Pamela. She is terribly upset she was not contacted before Mark received a written warning. Pamela also accuses Sherry of breaking the law because she asked a minor to sign a written warning. Finally, Pamela informs Sherry that, in the future, she must be present anytime Sherry speaks with her son.
Does Sherry have to comply with Pamela’s demands?
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