I am more frustrated than I care to admit by this. I am looking for reassurance and advice. I quit my old job back in July but agreed to stay on at nights to keep them caught up (i was the controller) and then to train a new person. We made a verbal agreement to pay my a full month's pay for August and call it even so I would see the new person was trained. This ended up being a huge benefit to them in the end to the tune of over 70 hours, but whatever cause it's a Catholic School/church that i USED to support.
Today I got this email.
Kevin,
I hope all is going well with your new job. Rose seems to be getting more comfortable here. Now that she has been here a full month, she will no longer be needing you to come to the office to assist her. So, I wanted to finalize our arrangements with you. I will need you to return your keys. Also, I was expecting that you would spend 80 hours here with Rose during September. However, it worked out that you were here six hours. Consequently, I think you should reimburse the church $1137.69. Please see the math below.
One month net pay (160 hours) = $2459.87
80 hours = $1229.93
6 hours = $92.24
Let me know if you have any questions or concerns.
I am FLOORED by this. I know they are doing this because they are both in financial trouble and they were rather upset I was leaving. Felt I was leaving them stranded. This was sent to me via email. Today I am sending a certified letter with return notification of the following.
This letter is in response to the email you sent to my gmail account on October 10, 2014. There are some errors in your calculations. Enclosed in this letter you will find the office keys as well as an explanation of my last 7 weeks of employment.
You mentioned in your email that you wanted to finalize our arrangement. Our verbal agreement when processing and approving the August 30th payroll was to pay me as a full time employee for the July 23rd-August 22nd pay period and we would call the rest owed to me even.
When it comes to hours worked you have listed 80 hours which is half time for the month of August plus 6 hours of training with Rose. The issue with this is that the St Paul the Apostle pay period is from the 23rd of each month through the 22nd of the following month.
The pay period in question I was a full time employee from the 23rd through the 31st of July. The remainder of this pay period I worked half-time and continued to work half time for an additional 2 weeks after the 22nd of August. I also trained Rose for a one week period for an individual 6 days to which you have credited me with 1 hour per day.
In addition to this I took one day of my 2 weeks of vacation pay earned for this year. I mentioned how my vacation hours would be applied as half days for the first 18 days of my working half-time.
When I calculate under the correct pay period with the information above I have the figures below. As a salary employee hours are not typically used, but to make the math easier to understand I will break the period down into 8 hour days for full time and 4 hour days for half-time.
One month net pay (160 hours) – per email
23rd-31st of July full time @ 8 hours – 56 hours
1st – 22nd of August half time @ 4 hours – 64 hours
2 weeks @ half time worked in September @ 4 hours - 40 hours
6 hours credit per Michelle for training - 6 hours
9 days vacation pay @ 8 hours - 72 hours
Total Hours owed for August Pay Period - 238 hours
This is why I had suggested in our verbal agreement to pay me my normal full time salary for the July 22nd – August 23rd and the additional time I was owed would just have been a courtesy to help make the transition easier to a new person. If you would like to nullify our previous verbal agreement then I am owed the difference in hours of 160-238 or 78 hours.
Thank you for a great opportunity; I really enjoyed my time with the St. Paul’s staff,
Is there anything else I need to put in this email? I know the person sending this does not fully understand payroll as I was the payroll administrator but she is the person who initially agreed to our deal (which again was WAY in their benefit!) Should I call the department of labor and demand to be paid for the time I worked for free now that she has tried to break our agreement?
I'm super stressed here and looking for any advice. Thank you all for your help here.
Part of me wants to just go on a war path with this and do everything I can to take every penny out of this situation out of spite. I was willing to walk away with giving them 70+ hours because I THOUGHT we were on good terms. Guess not.