A former Payroll Clerk of Jumby Bay Resort Ltd has filed a complaint in the Industrial Court alleging unfair dismissal and reputational damage stemming from a payroll discrepancy during the busy Christmas season of 2024.

The employee, who served the luxury resort for more than eleven years, rose through the ranks from Accounts Payable Clerk to Junior Accountant before being appointed Payroll Clerk in May 2024. In that capacity, they were responsible for processing payroll for multiple entities connected to the resort.

The dispute arose after some employees did not receive certain allowances and overtime payments for the December 2024 pay period. Due to the increased holiday workload, the Payroll Clerk was reportedly instructed by a superior to bypass the first level of review and submit the payroll directly to senior management. The payroll was subsequently reviewed and approved by both the Director of Human Resources and the Director of Finance before being uploaded to the bank.

When the discrepancy was discovered, an internal review identified a formula error within the payroll system. Affected employees were promptly notified and fully compensated in the following payroll cycle. All outstanding sums were paid at least one month before the employee’s termination.

Despite this, the Payroll Clerk was suspended pending investigation, initially without pay, though that decision was later reversed. After attending meetings described as disciplinary in nature in February 2025, the employee was informed that their services were no longer required with immediate effect.

The employee’s representatives maintain that there was no dishonesty, no personal gain, and no deprivation of basic wages, and that the issue should have been treated as a performance matter rather than grounds for dismissal. They also note that no disciplinary action was reportedly taken against the senior managers who reviewed and approved the payroll.

The claim further alleges that damaging rumours circulated within the workplace, suggesting the termination was linked to theft, and that the Resort took no corrective steps to dispel those suggestions.

The dismissed employee is now being represented through the law office of W.G. Alexander & Associates.