One of your employees who is moving from exempt to non-exempt is taking his change in reclassification personally. Even after a company-wide meeting with those affected where everything was clearly explained, this employee insists on having one-on-one follow up meetings with five different managers. Should you discipline this employee? What is the best way to handle this kind of situation?
It is recommended against disciplining the employee for his behavior thus far. The managers granted all the meetings that the employee requested. Retroactively punishing said employee for these agreed-to meetings would send a very mixed message and be perceived as grossly unfair.
Assuming the employee has had all of his questions answered clearly, in a way that he should be able to understand, It is suggested that you tell him that the topic is now closed for discussion and additional working time should not be spent on it. This conversation (or e-mail) should not come across as discipline or even a warning to the employee, but you should document it in case the situation escalates further.
The employee’s classification is squarely within his “terms and conditions of employment,” and discussing those terms and conditions is the right of all employees protected by the National Labor Relations Act. As result, you can’t stop him from—or punish him for—talking about this issue during lunches, breaks, or outside of work, but you can certainly not grant him any additional meetings and you can request that he stay on task during his regular working hours.
Should you have any additional questions on this or any other HR topic, please contact CyQuest today!