#EmployeeRelations #TimeManagement #CompensationQuestions
Hey there! Have you ever had an employee come in on their day off to file a complaint? 🕵️♂️ Do you pay them for the time spent making the complaint? 🤔 Here’s a situation I recently encountered and I’d love to hear your thoughts:
– An employee wants to come in on their day off to discuss a concern and file a complaint in person with HR
– Should they be clocked in and paid for the time spent?
– What would you do in this situation?
One possible solution could be to:
– Have a policy in place that addresses compensation for time spent addressing workplace issues
– Additionally, consider providing options for remote complaint filing to accommodate different schedules
What do you think? Let’s discuss! 💬 #EmployeeRelations #WorkplacePolicies #HRChallenges
Personally, I would. I’m a big fan of the idea that if it all goes to shit, I want to be like Caesar’s wife in every regard.
I would do the opposite. I would modify my schedule one day to come in on their working shift to take the complaint.
Yes, I would. Doing otherwise gives the appearance of – or could even be – retaliation for filing the complaint.
It is a work meeting. You pay employees for working. Hence, you pay for the time they spend in the meeting with you.
I worked HR 8-5. We had two 24 hour facilities. If I had to meet with a an overnight worker I either went to the facility for 7am and caught them before they left or they came to me between 8-5. They were paid for their time.
Yes, 100%.
Sure, but the supervisor or manager of that department is going to want to know you OK’d this.
Yes it’s a work meeting
Yes. You pay then. It’s administrative pay.
I’d only meet with someone in person while they are on the clock.
Yep!
I absolutely would pay them for this.
Yes. The employee should be paid. It’s a work- related activity.
Our rule of thumb was, “If work is being discussed, then they must be paid.”
I remember being on lunch break and my HR manager asked me a work related question. I didn’t think nothing of it until the next day when she reminded me to submit a time edit sheet for bringing up work during lunch.
Another unwritten rule my HRM spoke about was, “I can’t let you touch a piece of paper while you’re off the clock.” The gist is still the same.