Hi All,
I've been running around today trying to determine the best way to resolve an issue in regards to a recent notice on our PTO and sick leave. We sent a formal letter out to inform our employees of what our policy was in regards to these subjects and had them sign a paper stating they have received. We have one employee in particular that either truly doesn't understand it in it's entirety or is picking it apart (most likely out of spite of a previous conversation) and am unsure on exactly what to do here. We've explained our policy and directed him through the proper channels to seek more information but seems adamant on that information being re-written within that notice. No other employee has an issue understanding what was received as it was just a reiteration of what our existing policy was.
It has apparently annoyed our lady in HR to the point as she believes it being done to antagonize her and may be so. Here is what I really care about at this point... What information is required from the employer to the employee? We do not have an employee handbook but after today am about ready to just go ahead and make one. We feel no need to reiterate state laws hence why we directed him to both the posters available in the break room and a link to the labor commissions office if needed. Are we at risk here? We try to keep things simple and rely on affective communication to do so which has not been an issue so much in the past as it has become now with this individual in particular.
I've been running around today trying to determine the best way to resolve an issue in regards to a recent notice on our PTO and sick leave. We sent a formal letter out to inform our employees of what our policy was in regards to these subjects and had them sign a paper stating they have received. We have one employee in particular that either truly doesn't understand it in it's entirety or is picking it apart (most likely out of spite of a previous conversation) and am unsure on exactly what to do here. We've explained our policy and directed him through the proper channels to seek more information but seems adamant on that information being re-written within that notice. No other employee has an issue understanding what was received as it was just a reiteration of what our existing policy was.
It has apparently annoyed our lady in HR to the point as she believes it being done to antagonize her and may be so. Here is what I really care about at this point... What information is required from the employer to the employee? We do not have an employee handbook but after today am about ready to just go ahead and make one. We feel no need to reiterate state laws hence why we directed him to both the posters available in the break room and a link to the labor commissions office if needed. Are we at risk here? We try to keep things simple and rely on affective communication to do so which has not been an issue so much in the past as it has become now with this individual in particular.