Whatever the problem is, I would bet that this memo doesn't solve the problem in any way, just makes it worse. No serious person should ever write "The pizza man should show up at 7:30 PM to feed the starving teams working late." And I seriously mean never.
"We are getting less than 40 hours of work [...]" implies that it's the minimum, so I guess that's what's in the standard employee contract. But "NEVER in my career have I allowed a team which worked for me to think they had a 40 hour job." implies he wants a tired, unmotivated, angry person to do work for him.
What would I do? Take a look at the actual issues. If employees are not at work during the time they should, just because they got used to that - first warn, then after some time find the biggest offender and fire him/her (based on not doing the time agreed in contract) to show the rule is executed. But I don't believe that's the reason - there's no point in holding a meeting late at night, because people will just sleep until that time, or do something completely unrelated. You cannot make anyone do work. Just for fun - you can try the most trivial method - 5 why-s. Try to think of 1 scenario that starts with "bad results" and is fixable at step 3/4 by forcing employees to stay at work for additional time. (in most cases you'll find bad project organisation, strange scheduling policies, conflicts of interests, etc.)
If they don't want to stay the standard hours at work, there's an underlying problem somewhere. If they don't want to stay additional hours at work, there's nothing you can do legally, apart from providing incentives (and that still doesn't guaranty that they will do any more work).
Also the guy SHOUTS in the email. Outside of internet, if you have to start shouting to make your point, you lose respect / have weak communication skills / you're probably wrong - it doesn't help you win the argument anyways.
Why do I think I could do better? Because I can identify a list of things that would make me leave the company asap, if my manager was acting that way, which is exactly the opposite of what he wants to achieve.
"We are getting less than 40 hours of work [...]" implies that it's the minimum, so I guess that's what's in the standard employee contract. But "NEVER in my career have I allowed a team which worked for me to think they had a 40 hour job." implies he wants a tired, unmotivated, angry person to do work for him.
What would I do? Take a look at the actual issues. If employees are not at work during the time they should, just because they got used to that - first warn, then after some time find the biggest offender and fire him/her (based on not doing the time agreed in contract) to show the rule is executed. But I don't believe that's the reason - there's no point in holding a meeting late at night, because people will just sleep until that time, or do something completely unrelated. You cannot make anyone do work. Just for fun - you can try the most trivial method - 5 why-s. Try to think of 1 scenario that starts with "bad results" and is fixable at step 3/4 by forcing employees to stay at work for additional time. (in most cases you'll find bad project organisation, strange scheduling policies, conflicts of interests, etc.)
If they don't want to stay the standard hours at work, there's an underlying problem somewhere. If they don't want to stay additional hours at work, there's nothing you can do legally, apart from providing incentives (and that still doesn't guaranty that they will do any more work).
Also the guy SHOUTS in the email. Outside of internet, if you have to start shouting to make your point, you lose respect / have weak communication skills / you're probably wrong - it doesn't help you win the argument anyways.
Why do I think I could do better? Because I can identify a list of things that would make me leave the company asap, if my manager was acting that way, which is exactly the opposite of what he wants to achieve.