91A.6. Iowa Workforce Development does not garnish wages or bank accounts to recover overpayments. However, an employer and a full-time manager may agree in writing signed by both parties that the manager will be responsible for a cash shortage that occurs within forty-five days prior to the most recent regular payday. make available to its employees upon written request, a written statement enumerating employment agreements and policies with regard to vacation pay, sick leave, reimbursement for expenses, retirement benefits, severance pay, or other comparable matters with respect to wages. In its March 11, 2015, decision in Mujkic v.Lynx, Inc. (No. 91A.4, If there is a dispute between an employer and employee concerning the amount of wages or expense reimbursement due, the employer must timely pay, without condition, all wages conceded to be due to the employee and reimburse all expenses conceded to be due, less any lawful deductions. If a uniform is generic, such as a uniform requiring a white blouse or black pants, an employer may deduct the cost of the uniforms from an employee’s wages. 91A.3, An employer may pay wages by direct deposit, so long as the employee consents in writing and is able to designate the financial institution with which the wages are deposited. If an individual receives both SSI and SSDI, they must report wages to representatives of both programs. Federal wage laws give employers a lot of leeway to make deductions for inadvertent overpayments to employees. Telephone Wage Reporting: If you receive SSI, you may be able to report your monthly wages over the telephone. An employer must pay employees within twelve (12) days, excluding Sundays and legal holidays, of the end of the pay period. The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Some of the common causes of overpayments include: 1. an IWD decision reverses a previous allowance of UI benefits to a claimant 2. claimant and/or employer fail to disclose that the claimant received wages, holiday, vacation pay, severance pay or other deductible pay after a job separation 3. claimant fails to accurately report earnings and hours worked while filing for UI benefits 4. claimant’s weekly and/or maximum UI benefit amount changes (a monetary redetermination is made) because the wage informa… Notice of such availability shall be given to each employee in writing or by a notice posted at a place where employee notices are routinely posted. The employer will recoup the $76.50 by filing an amended 941 return. If the employee is part of a workforce or employed in or by an establishment all of whose workers have a workweek beginning at the same time on the same day, a single notation of the time of the day and beginning day of the workweek for the whole workforce or establishment will suffice; basis of pay by indicating the monetary amount paid on a per hour, per day, per week, per piece, commission on sales, or other basis; hours worked each workday and total hours worked each workweek (for purposes of this rule, a workday is any fixed period of 24 consecutive hours and a workweek is any fixed and regularly recurring period of seven consecutive workdays); total daily or weekly straight-time earnings or wages due for hours worked during the workday or workweek, exclusive of premium overtime compensation; total additions to or deductions from wages paid each pay period including employee purchase orders or wage assignments. And, in this case, the recoupment deduction cannot reduce the employee’s effective hourly wage below the minimum wage. Please contact us virtually for assistance. If the employer can prove that an overpayment has been made, they are allowed to recoup the wages without the team member’s consent. Please contact your local Social Security office to see if this option can work for you. Iowa Stat. Wage rate tables, including, from their last effective date, all tables or schedules of the employer which provide the piece rates or other rates used in computing straight-time earnings, wages, or salary, or overtime pay computation. If your employer deducts the $200 overpayment from your next check, your salary for that week decreases to $400. Another way that Iowa Workforce Development gets back overpayments is taking lottery payments. You may also be owed unpaid vacation, unreimbursed employee expenses or unpaid commissions. Code 875-216.2; IA Admin. An employer cannot deduct or withhold wages from an employee’s pay check for any of the following: An employer may not make any other deductions from an employee’s wages, unless: An employer may require an employee to pay for the cost of a uniform, tools, and other equipment necessary for employment. Iowa Stat. 91A.6. Sign up for Employment Law Handbook’s free email updates to stay informed. Telephone: 800-772-1213 (voice) or 1-800-325-0778 (TTY) notify its employees at least one pay period prior to the initiation of any changes to wages or paydays. Because the Department of Labor views overpayment as a “loan or advance of wages,” nothing in the FLSA prevents an employer from recouping an overpayment from an employee’s paycheck, even if the employee has not expressly authorized it and the recoupment cuts into the minimum wage due to the employee. ( no law Handbook ’ s effective hourly wage below the minimum wage regular are... 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