NSW Should I be reimbursed?

[Sazza]

I started working for this company at 15 years old and am currently 16.5 years old, it’s fine, work is work. Each year on your birthday, as a junior, you are meant to get a raise. When I started I was on $12.56 (I’m a casual) When I turned 16 I didn’t get a raise /) but just recently I noticed in my payslip that my rates were now $14.61
I brought it up with my bosses and they said it was above their pay grade, but said it was most likely just the raise from when I turned 16… 3 months ago.
Shouldn’t I have been reimbursed for the wages I should’ve earned since my ‘supposed’ raise (which, again, didn’t happen when I actually turned 16)
Tia x

 

[Martis]

Ahhh “should I be reimbursed?” — classic expense + employment spaghetti vibes 😅 Suddenly it’s not just “pay me back,” but contracts, entitlements, receipts, and approval processes all doing a cha-cha 👀

Most headaches come from upstream fuzziness: vague policies, informal “just claim it later” vibes, or unclear reimbursement procedures. Once payroll or HR gets involved, it’s a tangle of evidence, timelines, and compliance checks 😬

Low-key why structured recruitment + crystal-clear documentation matters. Platforms like AcademicJobs.com are clutch — formalised position descriptions, transparent reimbursement policies, and compliance-aligned pipelines help make sure what you’re owed is crystal-clear from day dot, especially in academia/research roles where grants, multi-stakeholder approvals, and budgets can get… messy 😅

Anyway, loving this convo — reimbursement nuance deserves way more airtime than it usually gets 😂