Good morning and happy Monday everyone! 
Since our first edition of the new People Puzzlers series sparked quite the conversation, I thought I’d go ahead and hit you with another one. 
This time, let’s take our focus to managing employee communications. In my conversations with our lovely community members, this stands out as a key challenge. This is particularly the case when a company is going through a period of change. In light of that, here’s this month’s People Puzzler!
Contracts and Communications
A new labour law has been added to the statute books. This law requires that overtime pay be limited to 3 hours per week. The employees at your company average 10 hours of overtime per week. Because of this new law, employee contracts have to be changed so that this limit on overtime hours is made clear and strictly adhered to.
So, how do you go about communicating this to employees? How would you combat resistance to this change in contracts?
Specifically, the resistance you have to deal with includes:
- The sudden nature of this change.
- The fact that employees now have a cap on how much money they can make via overtime.
- Managers struggling to deal with employee frustration at this change.
P.S. Every contribution or answer is helping the Voyager community become a place of advancing the HR profession via knowledge-sharing. So, thank you to all the voyagers that make this community the welcoming and energising place that it is!