Business Owner Holds Back Ex-Staff's Pay For Ingeniously Exploting Company Policies, Faces Potential Clash With Labor Regulations

Our narrator (OP), a 48-year-old small business owner, juggles the demands of running his company with a hands-on approach. Among his team of six, a recent hire—a 25-year-old eager beaver—caught everyone's attention.

Interestingly, OP didn't hesitate to invest a few hundred bucks to get the newbie the necessary certifications for the job. In all, everything aligned perfectly with their salary expectations and preferred hours.

But here's where it gets spicy: In just three months, this employee savored four days of their two-week paid vacation, relished five company-paid holidays, and even pocketed a generous cash holiday bonus. Talk about living the dream!

However, just when the holiday spirits were high, they dropped a bombshell—submitting a two-week notice right as the business was closing for a two-week paid holiday break. Their reason? They got a new job closer to home.

OP, accepting the resignation, decided that very day would be the employee's last. But wait—what about those two weeks of paid vacation? Should the employee get paid for them even though they're leaving?

Well, OP resolved to hold on to the payout, as he feels taken for a ride in this situation. As it stands, he's eager to get a second opinion on the matter from Netizens.

Who's the real A**hole here? OP for cutting off the vacation pay? Or the employee for seemingly gaming the system? Get ready to join the debate that's got everyone clicking, sharing, and weighing in with their hottest takes!