A model letter to explain to a former employee that a deduction is being made from a final salary payment to take account of an accidental overpayment discovered after they left your organisation.
A model letter to seek a former employee's consent to make a deduction from their final salary payment where an overpayment was discovered after the individual left your organisation.
Practical guidance on dealing with overpayments made to employees, including deductions from wages; civil proceedings for restitution; estoppel by representation; and change of position.
Employees whose contractual working hours were 39 hours per week but who, in practice, were required to work six hours' overtime made available to them to the extent of 45 hours per week were not guaranteed that overtime, so holds the EAT in Spence and others v City of Sunderland Council.
An employer's right to require overtime from an employee who is under a contractual obligation to be "on call" for a specified number of hours in excess of his basic working week, is subject to the employer's implied duty to take reasonable care not to injure its employee's health, holds the Court of Appeal in Johnstone v Bloomsbury Health Authority.