Employee Direct Deposit Authorization Form: Fill & Download for Free

Very recently hired a Director of IT. MBA, great job history, some long gaps in employment but he interviewed really well. Basically a shoo-in for the role as we desperately needed it.Day # 1 I tell him to book flights to the US and book a hotel for a week of training. I get a story about how he can't leave Canada because of his children. Passes the smell test and I instead fly the relevant team up to Canada.Day #1 I assign him two hours with HR for paperwork. He decides day 1 he needs a raise. Keep in mind I am paying him a probationary rate of $40 an hour. HR sets the expectation that he is on probation and can be dismissed at any time; he can ask for a raise after probation has ended.EDIT: Day #1 He asks for bitcoin as payment and will not accept direct deposits in his name; we are asked to pay through an alias (which is an organization he has set-up). We decide we can pay him as a contractor instead of a full-time employee. HR and Finance set-up regular payments through a payment portal he created using standard deposit.Day # 1: He tries to fire my best account manager. She comes crying into my office. I reassure her that he has no authority outside of IT. I give her a day off she can use in the next month without approval, just send an OOO.Day # 2: Boardroom to meet the CEO and get his directives. Wasn't privy to the conversation. CEO calls me in after the meeting.CEO: He was smoking in my boardroom.Me: You must be mistaken.CEO: Maybe, it has been a long day. Trainers reported it to HR, he denied it.Me: Benefit of the doubt. Will speak to him.Day 3: CEO and I return from a multi-national pitch, we are heading up the elevator.CEO: Found out why the new guy can't go to the US.Me: Scared of flying?CEO: Criminal Record.Me: Termination worthy?CEO: Drugs, Distribution and something else.Me: Half the sales team does drugs, so what?CEO: Weird he lied about it. All right, thanks for the chat.Day 3: Wage garnishment order arrives. HR processes and informs management. HR informs that he is a contractor and our legal team’s contact information is below.Day 3: Background check returns that he doesn't have an MBA or for that matter a degree. IT degree and designation required for his pay grade.Day 4: 8:50 AM. CEO calls me into her office. (I am a 10/10 sick with the flu but have major presentations that afternoon). My team is capable of taking this over and the IT Director is requested for some stuff.CEO: He is trying to dodge child-support. He has an active warrant and he lied on his education. Also, he smoked Pot in my boardroom again. Go home, take the day and know that I'm about to lose my shit.Me: Can I confirm independently? I know his reference.CEO: Yes, you have 10 minutes.Me: Call his reference which I knew at a previous employer. Confirms everything.CEO: Well?ME: Actually; he was terminated for financial fraud, stole money from his previous employer. He also had a garnishment order and the charge was something related to spousal abuse, possession of a firearm, some form of assault and possession of drugs with the intent to distribute. He overdosed at work one day and went on long-term. Company fought it and released him. Individual assaulted his boss when they terminated.CEO: Fucking hate peopleMe: Thanks for the day off.We pay him two weeks notice plus 4 days’ pay. Wish him the best and release him.He still tries to litigate.Edit: Thank you for all the comments. This happened this October. The firm I work at uses a third-party firm for background checks. The firm has a policy of not prolonging the hiring process and taking people on ‘good faith'. Our firm typically doesn't call references directly. Most firms only provide: Title, Salary, dates of employment for fear of litigation. The company we use provides pass or fail criteria for different categories. His employment criteria passed, his credit passed and his criminal was delayed. Received after his hire-date. His credentials were also delayed.Edit: Due to popular demand. I was not the hiring manager. He landed in my hierarchy.Edit: During this story, I tell it as if I have all the information as it is happening. I did not. I knew some of what was happening but most of this was shared during a debrief meeting after the event.

In the near term, remember that your direct deposit authorization form almost certainly included something that says the company can debit your account if they make a mistake. This happened to me recently when I was paid twice for the same expense report. if you take the money out, and then they debit your account to recover their funds, you'll be overdrawn.Now, assuming that doesn't happen, and assuming your former employer is a large company, your biggest risk is an audit of the payroll system. As they go through a year-end audit, auditors will typically sample each financial process to ensure proper controls exist. My company is a SaaS software provider. In addition to our annual financial audits, we go through yearly SSAE-16 audits, wherein the auditor reviews ALL of our internal processes and procedures- including on-boarding and departing employees. (Did we turn off their email access on a timely basis, etc.) Assuming all audits close and you don't get detected, you're likely to get away with it.Having said that, there are occasional examples in the news of people (typically in finance) that set up ghost employees and defraud their employer of large sums of money by banking the phantom paychecks.The bigger question is, do you want this on your conscience? Assume you net $10,000 from the mistake, and you use that money to go on vacation. When you look back on that trip, will you remember a good time? Or will you remember that the money was ill-gotten? If you're asking us that question, the answer is probably obvious to you already.

The employee is legally bound to return the over payment. In the event of an over payment by direct deposit the employer can recall the funds in error. The employee will have authorized this action when they signed the direct deposit form.If the employee were to have withdrawn all of the funds before the recall could be accomplished the over payment could be deducted from the next pay date. If the employee were to quit be before the money was repaid a civil action would be initiated. In a few cases in certain states the failure to repay the employer can also result in criminal charges.