pay deductions
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I have a customer (Hotel Operator) that wants to have an employee "reimburse" them for a mistake that the employee made. The employee allowed a guest to register under a "direct bill" arrangement, whereas a guest is not required to pay at that time, but their account (or company) is charged by future invoice. The employee failed to follow the procedures to verify that the guest had direct bill privledges. It turns out the guest in fact did not have such privledges (further, the company this guest used to be employed by also was no longer eligible for a direct bill arrangement). The hotel owner wants to deduct the error from the employees wages over sucessive paychecks (so as not to drop the wages below minimum wage). Is this allowed?? (the hotel is located in Florida). If not, why, or under what circumstances can cash shortages /lost revenue due to employee error be recouped by an employer??
I suggested he (Hotel owner) put the payback arrangement in writing and offer the employee the option of paying back the money, or, if they refuse to agree to that arrangment, allow the employee to resign or be terminated. Is this an acceptable approach?
I suggested he (Hotel owner) put the payback arrangement in writing and offer the employee the option of paying back the money, or, if they refuse to agree to that arrangment, allow the employee to resign or be terminated. Is this an acceptable approach?
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