Chicago123
Junior Member
My employer has made repeated mistakes in handling my insurance elections and my benefits deductions from my paychecks in each of the past three years. I live and work in Illinois, but my employer does business nationwide. I track every penny earned and deducted from each paycheck and have been quick to notify the benefits/payroll departments of discrepancies. I feel that my attempts to correct the situation are not being taken seriously.
In spite of my attempts to rectify this through the proper channels, twice so far this year I have been notified by the corporate office that discrepancies have been uncovered in my benefits deductions and that I owe back-payment. I agree that I owe my employer for payments missed and I have set money aside to cover it, but I disagree with the amount they say I owe. I have attempted to dispute this diplomatically but the persons assigned to validate the disputed amounts are bad at math and/or are not critical thinkers. I have contacted the director of corporate benefits, but this person defers to these junior analysts in each instance.
I am certain that my calculation are correct and can prove my case overwhelmingly. Can anyone advise how to escalate this matter in such a way that won't make me a "problem" employees in the eyes of management? If the director of benefits "poo poos" me then what course of action should I take? Hundreds of dollars are at stake.
In spite of my attempts to rectify this through the proper channels, twice so far this year I have been notified by the corporate office that discrepancies have been uncovered in my benefits deductions and that I owe back-payment. I agree that I owe my employer for payments missed and I have set money aside to cover it, but I disagree with the amount they say I owe. I have attempted to dispute this diplomatically but the persons assigned to validate the disputed amounts are bad at math and/or are not critical thinkers. I have contacted the director of corporate benefits, but this person defers to these junior analysts in each instance.
I am certain that my calculation are correct and can prove my case overwhelmingly. Can anyone advise how to escalate this matter in such a way that won't make me a "problem" employees in the eyes of management? If the director of benefits "poo poos" me then what course of action should I take? Hundreds of dollars are at stake.