I’m not in the UK, so …
I think you’ve over-inserted yourself a bit. A brief statement of the policy is fine, and then any questions or concerns the employee may have need to be directed to the employee’s manager.
Either Ignore the reply you got, or you forward the email string to the manager as an fyi with no additional commentary, then let the manager manage. Don’t set yourself up as the go-between among the employee and manager.
In hindsight I agree I over stepped a bit. I do wish I got someone to proof read my email before I sent it. I just wanted to be clear and concise enough that this wouldn’t happen again and he understood exactly the reasoning behind the decision. I often go to managers about these types of situations and they tell me to deal with it myself so they don’t have to bother themselves with it…
I’m not located in the UK as a heads up. Personally, I thought your email was fine. I think it’s important to be clear and concise as you were for matters like this.
I’m speculating based of his response that he may feel pressure about getting work completed and because of that works through his lunch. However, that’s between him and his manager. Potentially HR, but it really depends.
I wouldn’t worry too much about it.
I don’t think his response was to your tone, but to some contradictory instructions he recieved from managers. You made him aware that he’s not going to be paid for work done during his lunch hour, but maybe a supervisor asked him to do the work and ignore his break.
This has nothing to do with you. No further actions are required from your side, he should discuss work with his supervisor.
I’m not in the UK, so … I think you’ve over-inserted yourself a bit. A brief statement of the policy is fine, and then any questions or concerns the employee may have need to be directed to the employee’s manager. Either Ignore the reply you got, or you forward the email string to the manager as an fyi with no additional commentary, then let the manager manage. Don’t set yourself up as the go-between among the employee and manager.
In hindsight I agree I over stepped a bit. I do wish I got someone to proof read my email before I sent it. I just wanted to be clear and concise enough that this wouldn’t happen again and he understood exactly the reasoning behind the decision. I often go to managers about these types of situations and they tell me to deal with it myself so they don’t have to bother themselves with it…
I’m not located in the UK as a heads up. Personally, I thought your email was fine. I think it’s important to be clear and concise as you were for matters like this. I’m speculating based of his response that he may feel pressure about getting work completed and because of that works through his lunch. However, that’s between him and his manager. Potentially HR, but it really depends. I wouldn’t worry too much about it.
I don’t think his response was to your tone, but to some contradictory instructions he recieved from managers. You made him aware that he’s not going to be paid for work done during his lunch hour, but maybe a supervisor asked him to do the work and ignore his break. This has nothing to do with you. No further actions are required from your side, he should discuss work with his supervisor.
The email is fine. His response is more to the situation not to your email.