--00000000000028129e05f18840a4 Content-Type: text/plain; charset="UTF-8" Content-Transfer-Encoding: quoted-printable Good afternoon Germaine, TOR Corp employee Gregory Simmatis (worked for NYC) was terminated September 02, 2022, but payroll was not notified about his termination. So, he continuously got a salary from his termination to December 30, 2022. Pls see the below breakdown amts he got overpaid. Pay Date Sept 09, 2022 Pay Date Sept 23, 2022 Pay Date October 07, 2022 Pay Date October 21, 2022 Pay Date November 04, 2022 Gross =3D $384.64 Gross =3D $1923 Gross =3D $1923 Gross =3D $1923 Gross =3D= $1923 Net =3D around $250 Net =3D $1510.63 Net =3D $1510.63 Net =3D $1510.63 Net = =3D $1510.63 Pay Date November 18, 2022 Pay Date December 02, 2022 Pay Date December 16, 2022 Pay Date December 30, 2022 Gross =3D $1923 Gross =3D $1923 Gross =3D $1923 Gross =3D $1923 Net =3D $1510.63 Net =3D $1510.63 Net =3D $1514.80 Net =3D $1514.80 Totals Gross =3D $15,768.64 Totals Net =3D $12,343.38 *Note*: I have called him several times, but he hung up when heard my voice. I have found this in the website - Recovering an overpayment of wages after an employee has left An employer is legally entitled to recover any overpayment of wages, either during the currency of the contract of employment, as well as after the employee=E2=80=99s contract has come to an= end. If an employee has already left their job when the employer first discovers the overpayment, whilst this complicates matters from a practical perspective, it does not affect the employer=E2=80=99s legal entitlement to= reclaim the amount. In particular, in circumstances where an employee no longer works for the employer, the employer will no longer have the option to make a direct deduction from the employee=E2=80=99s wages. In fact, in many case= s, an overpayment of wages can occur in calculating the employee=E2=80=99s final = salary. As such, having identified an overpayment post-termination, the employer will need to request repayment from the employee. This should be done informally at first, albeit in writing. In the event that the employee refuses to repay the sum owed, it is open to the employer to take legal action against them. This would involve issuing a civil claim for recovery of the overpayment as a debt. However, even with fixed county court costs, employers should bear in mind that the potential cost of recovering the overpayment of wages, not least in terms of the time taken to do so, could far exceed what the employee owes. Further, even where the claim is successful, if the former employee is unemployed, or on a low income, it may be unlikely that the judgment sum will be recovered in any event. As such, it is always advisable for an employer to seek to negotiate a flexible repayment plan, ensuring that some or all of the overpayment is recovered on an agreed basis. It will also remain open to the employer to pursue the matter through the courts in the event that the employee breache