A former payroll specialist at Jumby Bay Resort Ltd has initiated legal proceedings in the Industrial Court, claiming wrongful termination and reputational harm following a payroll miscalculation during the peak 2024 holiday season. The complainant, an eleven-year veteran of the luxury establishment, had advanced from Accounts Payable Clerk to Junior Accountant before assuming payroll responsibilities in May 2024.
The controversy emerged when several staff members reported missing overtime compensation and allowances in their December 2024 earnings. During this period of heightened operational demands, the payroll clerk allegedly received instructions from management to circumvent standard verification protocols and submit payroll data directly to senior executives. The payroll received subsequent approval from both the Director of Human Resources and the Director of Finance before bank processing.
An internal audit later identified a computational error within the payroll software as the root cause. All impacted employees received full restitution in the subsequent payment cycle, with all financial shortfalls rectified at least thirty days prior to the clerk’s dismissal.
Despite the prompt resolution and absence of fraudulent intent, the resort suspended the employee without pay—a decision later revoked—before conducting disciplinary hearings in February 2025. The meetings culminated in immediate termination without severance packages or corrective measures.
Legal representatives from W.G. Alexander & Associates argue their client derived no personal benefit from the incident and note that no disciplinary measures were applied to the senior managers who authorized the flawed payroll. The filing further contends that defamatory rumors implying financial misconduct circulated unchecked among staff, with management failing to issue clarifying statements to protect the employee’s professional reputation.