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Anonymous

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I need outside opinions.

i work for a company of about 50 people. It is a relatively new- August 2020. Long story short, The employee handbook and email I received (before signing offer) stated company would pay $150 per pay period (we get paid every other week). It is actually $75.

When I questioned it, I was told by HR manager (part time, remote) it was a typo. They agreed to give me $150 credit for the first month, but otherwise, tough toenails.

Am I right to feel deceived? I need to be employed (and explored other insurance options) but the fact that they are so cavalier about an employee handbook and an email from the HR manager, just doesn’t sit right with me.

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  1. Anonymous

    $150 & $75 is a "typo"??

    No way.. Something is way off. The HR person might be clueless, but it's stated in writing--

    My fear: what's the next thing to occur?

  2. Anonymous

    That is exactly what I am concerned about!

  3. Anonymous

    The typo is probably per pay period vs. per week - $75 per week would be $150 per pay period. Probably someone when dictating the handbook told the person taking notes it was $75 per week and they translated that to per pay period by doubling it.

  4. Anonymous

    Several things here: if they did not immediately fix the typo and issue a statement retroactive to 2020, it is not a typo.

    Also, ask any colleagues who have been there a year or more, if they're getting the $150.

    If there is a discrepancy and it's not corrected across the board, it would depend on if its benefit contracted or "fringe". Some benefits are illegal to change in States like California

    https://www.latimes.com/archives/la-xpm-2000-dec-31-wp-6671-story.html

  5. Anonymous

    Thank you, I should have said that this is the contribution to health insurance.

  6. Anonymous

    I figured that's what you were referring to

  7. Anonymous

    Your pay is $75 for two weeks? How many hours? Where? Or is it some sort of supplement? I’m confused.

  8. Anonymous

    It is the stipend for my health insurance

  9. Anonymous

    Oh thank you. That clarifies.

  10. Anonymous

    Seems like there’s some info missing here. $75 per week, $150 for what? Doesn’t seem possible that it could be a salary amount. Employer contribution to 401k or HSA, perhaps?

  11. Anonymous

    It's health insurance payroll deduction

  12. Anonymous

    it truly might be a typo.
    the company needs to fix that. and yes, you feel shafted---whether it was deliberate, or not...you're now receiving 50% less, But really, you are powerless to change anything here- you are a new employee, and HR obviously doesn't care about honest communication or accurate details.,So the ball is in your court. Your feelings are valid; you get to decide if you want to stay or go. That's it.

  13. Anonymous

    That is exactly how I feel. I guess I just wanted validation that I am not over reacting, as that was the attitude of HR

  14. Anonymous

    Extreme "typo". More like ignorance

  15. Anonymous

    It's not that extreme - they clarified that it's a stipend, not their actual pay so it's essentially an amenity/benefit. The typo isn't the $ amount. It's the frequency. $75 per pay period means about $150 per month. Someone likely said "$75 per week" by mistake and doubled that up. That said, it's in the employee handbook, which generally is subject to change.

  16. Anonymous

    They are sloppy. This is the stage and level of professionalism this company is at so I would expect further mistakes and blunders. I wouldn't expect it to improve anytime soon. So if this is not something you can tolerate, I would keep looking for a better fit.

  17. Evelyn Cruz

    You are right. You should ensure that what they are paying you is at least minimum wage for the tate you work from. Also, the offer letter was clear and you accepted based on those terms. I would reach out to the DOL and inform them about the offer letter and your pay as well if they are not paying minimum wage. I hope this helps.

  18. Anonymous

    Sorry, it is health insurance stipend

  19. Anonymous

    Its definitely NOT a wage issue, it's about benefits expenses

  20. Cindy Glover

    If it’s what was given to you upon higher and signed - then one would think they should uphold it until they correct said “typo” and redistribute it

  21. Anonymous

    Sounds sketch, like someone promised something, couldn’t deliver it and then they used the mistake excuse. Has anyone besides HR addressed the error? Either way, I would not feel comfortable working for this company without the issue being resolved. I wouldn’t trust their word or commitments and I would have to keep job searching.

  22. Shannon Rose

    As long as it does not say anywhere that is subject to change. You would be considered to be in the right. Does not matter if they claim typo, that is what they said and promised in the beginning.

  23. Anonymous

    What is the $150 for? Is it written in an agreement you signed?

  24. Anonymous

    It is health insurance stipend.

  25. Anonymous

    If it's written in the handbook, I think that it is a general expectation that the handbook is subject to updates at the discretion of any company, and is not constituted as a contract of any kind, and agreements that are signed trump the handbook. So is it written in your agreement when you signed on, or is it only in the email/handbook from the HR Manager?

    As mentioned in other comments, if it is a typo, it should be something that is pushed out to all employees for acknowledgment. I personally think that if it was a typo, that you should be entitled to said amount up until the adjustment is made, but if the company is not willing to meet you at your requested amount, perhaps it is a red flag and I'm glad you're looking at other opportunities.

  26. Anonymous

    Is this your salary or is this a stipend/reimbursement for something else? If this is your salary, it should have been documented in your offer letter, not an employee handbook, so that doesn't sound legit.

  27. Anonymous

    Talk to an attorney. That's called "bait and switch" and is illegal.

  28. Elizabeth

    Um....what?
    Did they give you an offer letter that stated your rate of pay or salary? That's a HUGE dent in your expected paycheck, in a low paying position already. I'm angry FOR you lol.

    Short of finding another job and telling them to pound sand, as it were, I would email your local department of labor and be sure you ask them what the requirements of your employer are in this situation. Send them the documentation you received and the emails.

    And then I would start looking for another job while you have this one, because that already sounds like a place that will have future miscommunications, intended or not. Good luck!

  29. Anonymous

    Thank you. These are my thoughts exactly. This is not my pay, but health insurance stipend. I sent out resumes all weekend, so fingers crossed.

  30. Anonymous

    Unless they sent out a correction to all employees you likely have a wage claim. Contact your local EEOC and FEHA office and get the handbook looked at. If you signed it, it is part of your employment agreement and is a legal document. Don't let them get away with it. If it affects all employees you may have a class action there.

  31. Anonymous

    I completely agree. Companies are able to get away with things because most people don't have the courage to speak up. We cannot create change without using our voice.

  32. Gloria D Gaston

    What did the offer you signed say? If discrepancy then you have a claim.

  33. KathyAnn Krajcik

    If it says per pay period, and the pay period is every other week, I don't think they are dishonest.

  34. Anonymous

    I’m assuming you’re making more than $150 per week so is this a per diem amount on top of salary? If it’s a per diem or reimbursement those are typically subject to change with notice so if they met with you and told you no it’s $75 they’re covered but it depends on what the amount is for.

  35. Anonymous

    Go with your gut!!!

  36. Anonymous

    I believe that the company should issue a company-wide apology for their mistake, correct it as soon as possible, and compensate all affected employees who may not have had the courage to speak up due to fear of retaliation. I would feel deceived if this was not a true error, but if it was, there should be no problem correcting the handbook and compensating the employees, even if it can't be done all at once (if the company is financially unable to do so).

  37. Anonymous

    150 / 75 is NOT a typo. (155 or 76, those would be typos).

  38. Anonymous

    The typo is probably "per pay period." Someone probably misspoke and said it was $75 per week. The writer of the handbook then doubled it for per pay period.

  39. Anonymous

    Yes you have every right ,however a simple suggestion though read everything before you sign it ok and especially when picking out a vehicle read everything including if the bodies had any replacements or not

  40. Cheryl Schirizzo

    Thy did read it and it said $150 not 75. The company is saying they made a typo. Umm no a company does not just make a typo like that in an offer letter or a contract without checking it. Also, that is a major difference of 150 and 75. A typo would be something like 100 from 150 or 76 from 75, so that sounds like a lie to me end of breach of contract

  41. Anonymous

    The typo is probably "per pay period." Someone probably misspoke and said it was $75 per week. The writer of the handbook then doubled it for per pay period.

  42. Anonymous

    Both my offer letter and the handbook said $150 per per PAY Period… 2x do not constitute a typo.

  43. Anonymous

    If these are both signed (offer letter by you and the employer, handbook by you), I would take it to an attorney.

  44. Karen

    I would feel very deceived, but I recently questioned a similar item in a job offer, the next morning the offer was rescinded. So, I am hesitant about questioning things like this now. My suggestion is to keep your eyes open for any other red flags and for other opportunities just in case more issues come up.

  45. Erica Mitchell

    You are right to feel deceived, but only you know whether this is something you can live with. Just remember, there are other jobs out there. Good luck with whatever you decide to do!

  46. Liz Milne

    They're paying you HALF what they promised you (I assume for health insurance)? Uh, no, I would leave instantly and sue them for breach of promise, especially if you've given up other opportunities to take this one because it seemed so good!

  47. Anonymous

    It wasn't in her contract. It was in the Employee Handbook, which almost always comes with a "subject to change at any time." Also, you'd be cutting off your nose to spit your face - No job, no income and no health insurance.

  48. Kathryn

    Get an attorney have him write a letter expressing they did indeed tell you 150 and they need to honor their word. This should do the trick. Most businesses fear being sued.

  49. Anonymous

    My understanding after reading this is that this was an honest mistake. I agree the company needs to make it right, reimburse employees, and correct their handbook (and offer letters). But, is it really worth taking legal action? I don’t understand why so many people jump to “sue them” as a solution. How is that attitude going to serve anyone?

  50. Evelyn Cruz

    I doubt it was a mistake because when advised they did nothing to fix it or address it. If you do not have money for a lawyer put in a claim with the DOL.

  51. Anonymous

    Was it early on in your employment that you brought this to HR attention? Is it your base pay or bonus? If base, I can see why you're upset abd would seek further guidance because you accepted position based on the pay.

  52. Anonymous

    $150 for what?

  53. Anonymous

    The issue seems to me to be an error, the company misstated $150 per month vs. $150 per pay period (for benefits of some sort, I assume). This does seem like a mistake and not some attempt to deceive which is how others are painting it. Why would a company intentionally do this? Why is everyone so quick to jump to a position that the company is out to get its employees? It is a new company and someone just figured out the mistake. That said, it has had real consequences and the company needs to make it right.

  54. Anonymous

    OP here: Thanks everyone for the validation that not being entitled for being upset as the HR Manager seems to be inferringq. I agree that the mistake or “typo” was not made maliciously. However they have not made it right and HR said they were going to revise handbook and have all employees sign again, this has not happened. I have spent every night this week sending out resumes and I am going to call the state dept of labor tomorrow, just to see what they have to say. I am not a litigious person, but as soon as I get a new job BOOM. This has me really shook.

  55. Anonymous

    If the HR team is planning to revise the handbook, please trust them to do so. Revising a handbook has more moving parts than just revising a small part of it where it says per pay period vs per month for a perk - it literally takes a village, and if your HR team is just one HR Manager or maybe with one or two other team members, the handbook is probably going to be the lowest of priorities. In my experience, it's taken over a year to finalize a handbook, and that's before it goes to the legal team for review.

    Besides, not all companies give stipends towards insurance as part of the benefits package (plus, benefits are always subject to change). Are you going to argue again when open enrollment comes around and certain plans increase in price or change in coverage?

    Also, not to judge anyone's situation, but what you're arguing for is $150 per month which is $1800 in a year. Is this really worth all the work of resumes and new interviews? If it is to you, then that's your prerogative.

  56. Anonymous

    OP here: following your logic, the mistake is even worse, because it went thru multiple reviews. As to your comment re: $1800. I am glad that is not a lot of $$ to you. It is less the money than the principle of me being deceived and disrespected. Yes, that is how I feel. How would you feel if you signed a contract in good faith, and then was told oops we made a typo and it is going to cost you $1800/yr. Damn right I am out of there ASAP. I am a loyal, dedicated worker and I expect the same.

  57. Anonymous

    Completely understand your point of view! I did not comment from a point of hostility, but I am receiving your response as hostile.

    To respond to you; $1800 *is* a sum of money. I am not saying that it is a small amount of money to me or to you or to anyone. What I meant is for you to consider your overall benefits and compensation versus effort to jump ship as a whole. Is losing out on $150 a month that big of an impact overall, to make it worth the work (and maybe mental exhaustion) of applying and interviewing? And you answered, it is worth it, so that's your prerogative, and that's perfectly valid.

    I get that ultimately it is more about the principle than the actual sum of money. You posted about this on January 28, and I don't know when you had conversations with the HR Manager about rectifying the issue, but today is only February 6, with weekends (and potentially a holiday in between, depending on when you had those conversations), which as I mentioned is not enough time to do a full revision of a handbook. If you're asking people to see from your side, you should consider from the HR side as well - if they revise the handbook for signature *only* for the insurance grant, that opens to possibilities of people nitpicking at other sections of the handbook, which wouldn't happen if they just revised the WHOLE handbook at once.

    I'd also like to bring up the open enrollment scenario - you would have signed a employment agreement in good faith, that the company would provide health benefits and such, but plans do change out of the hands of HR, whether in price and/or coverage. Would you then also make the argument that you were deceived?

    Others have asked (and I apologize if you answered elsewhere) when you brought this up to the HR Manager (did you just start this job not too long ago, or has it been longer). There is a possibility that the policy was being reviewed, and you signed on during that review period. If that was the case, it's not your fault, but also not the company's fault - HR was acting on policies that *were* in effect at the time of *your* signing.

    I think that companies reserve the right to change their benefits, as long as *everyone* is affected, and not just a single employee or a group of employees. For example, one company I know used to have an unlimited PTO policy; it then changed to an annual grant PTO policy based on years of experience (of course, it was communicated prior to the change). There were absolutely people who signed on during the time when the policy was still being reviewed, and as such, their agreements stated that they would have unlimited PTO, but once the annual grant PTO policy was communicated, those folks were also converted. Is that consider deception? Or is that just a change in company direction, which drove the PTO policy change?

    I just hope that we can keep our minds open that the companies we join are not "out to get one over" on us, and that people are still learning everyday. Ultimately, you went through the interviews and asked the questions you needed answered, and didn't see red flags, and signed on because you wanted to join.

  58. Anonymous

    As an HR professional I can see this type of thing happening. To me this was obviously an error in how it was written. It seems the reimbursement was for some kind of perk and not wages. I can see in the mind of the person who produced the offer letter and handbook a total of $150 per month was in their mind and wrote that instead of $75 per week. These kind of things do happen without a bait and switch intent. Mistakes are made by humans! Seems like a lot of people have a really bad impression of employers and HR departments. I find that really sad. Believe me I have had my share of mistakes made and unfairness personally in the business world. So often it is not that the company is unprofessional but that it boils down to unhappy officers, directors and managers, who are narcissistic and unhappy people.

  59. Anonymous

    I am the person who wrote the above comment. Please know I am saying that this shouldn't be righted. It most certainly does with an apology to you and anyone affected. That is what I have done in the past as I have wanted employees to know that I make mistakes too. Truly wish you the best of luck in your job search!! Been there and done that - it's not easy and can be so defeating, demoralizing, etc.

  60. Anonymous

    OP again: so add this to the list of things you can make up.. today is payday, wake up and $ not in my bank account. I am freaking out (rent is due tomorrow) and for some reason, decide to check my work email. “mistake” was made and we are all getting paper checks. Also, I noticed that my expense reimbursement and mileage not included… thankfully, I have my first phone screen interview today too. I am so done. Just had to vent.

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