Former Jumby Bay Resort payroll clerk has filed an unfair dismissal claim in the Industrial Court. The claim arises from a payroll discrepancy during Christmas 2024.

The employee worked at the luxury resort for over eleven years. During that time, they advanced from Accounts Payable Clerk to Junior Accountant. In May 2024, management promoted them to Payroll Clerk.

In this role, the clerk processed payroll for multiple resort entities. During December 2024, some employees did not receive allowances and overtime payments.

Reports say a superior instructed the clerk to bypass the first review stage due to the holiday workload. Then, senior management reviewed and approved the payroll. Both the Director of Human Resources and Director of Finance signed off before sending payments to the bank.

After the discrepancy surfaced, an internal review identified a formula error in the payroll system. The resort notified affected employees and fully compensated them in the following payroll cycle. The resort completed all payments at least one month before the clerk’s termination.

Despite these corrections, management suspended the clerk during the investigation. Initially, the suspension excluded pay, but management later reinstated it.

In February 2025, the resort held meetings with the clerk. Management then informed them that the resort no longer required their services, effective immediately.

The clerk’s representatives argue that the employee acted honestly, did not gain personally, and never withheld wages. They insist the resort should have treated the matter as a performance issue.

Representatives also note that management did not discipline the senior managers who approved the payroll.

The claim alleges reputational damage. Rumors spread in the workplace, suggesting the clerk’s dismissal involved theft. The resort reportedly did not correct these false suggestions.

The clerk now works with W.G. Alexander & Associates to pursue the case.

The case highlights payroll challenges and workplace fairness. Moreover, it raises questions about managerial accountability.

As the Industrial Court considers the claim, the ruling may set a precedent for handling payroll errors and protecting employees in similar situations.