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Just been sent a letter today by my company telling me that they have been paying me the wrong overtime rate and will be deducting the overpayment over the next month.
There is nothing in my contract that states the overtime rate. So its reasonable to think that i was going to be getting standard hourly rate as overtime rate. However, it states that if iv been accidentally overpaid they will deduct from my salary. Surely that is open to interpretation. They could easily say that the overtime rate is minimum wage which would then change my decision on whether to do overtime or not.
Where do I stand on this case? Where do they stand on this case? Isnt it their responsibility to set out the terms in full in my contract regarding the overtime rate or is this wishful thinking and in fact they can do whatever they like because of that overpayment clause?
There is nothing in my contract that states the overtime rate. So its reasonable to think that i was going to be getting standard hourly rate as overtime rate. However, it states that if iv been accidentally overpaid they will deduct from my salary. Surely that is open to interpretation. They could easily say that the overtime rate is minimum wage which would then change my decision on whether to do overtime or not.
Where do I stand on this case? Where do they stand on this case? Isnt it their responsibility to set out the terms in full in my contract regarding the overtime rate or is this wishful thinking and in fact they can do whatever they like because of that overpayment clause?
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