Need hybrid employee in office 5 days a week

[Anonymous]

I’m getting vibes that she does something you don’t truly understand or value (social media, video editing, something like that) and/or she has a personal connection to the owner that makes firing her difficult.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Honestly, if she is remote one day a week, is the company going to lose $1 of profit?

In our case, it is starting to affect the business.

Then you are approaching this the wrong way. If she truly needs to be in the office on Friday (which everyone here doubts), then it should be easy to convince her by pointing out specific instances and what resulted from her not being in the office.

Another reason to be skeptical of your side of the story is that she is overpaid but couldn’t find another job at that salary if fired? Then why wasn’t she “market rate” when hired? There is more going on here.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Honestly, if she is remote one day a week, is the company going to lose $1 of profit?

In our case, it is starting to affect the business.

Why is this even a question given your response above? She comes in for the fifth day. Period.
Don't give me that crap about a 'deal' that was reneged on. Tell it to every Fed who is told we don't deserve to telework when we all had a 'deal' too.
Either she comes in or she's done.

[Anonymous]

Did her employment agreement state that the hours and place of work could change?

[Anonymous]

Anonymous wrote:

Anonymous wrote:Honestly, if she is remote one day a week, is the company going to lose $1 of profit?

In our case, it is starting to affect the business.

So when she quits she won't be in the office at all. how will that impact your business?

[Anonymous]

Anonymous wrote:I run a small business. The nature of our business necessitates most employees to be in office. One of the few employees that has a hybrid position is in office 4 days a week and remote 1 day a week. Unfortunately, we really need her in the office 5 days a week. Not because we don’t trust her, but because there are several issues that are arising which necessitate her presence in the office during business hours. She is also in a major support role to the owner who is in 5 days a week, and needs her to be in when she’s in.
The employee is in her mid twenties, single; no kids , and lives 5 minutes away from the office. I truly didn’t think it would be a big deal for her to come in that 5th day, but it apparently is. She states it’s the one day where she can have her uninterrupted time to work and raised hell and high water about coming in that fifth day.
This is also someone who is being paid significantly over market value compared to others in a similar position .

I honestly do not understand why this is such a big deal for the employee, especially that we have had several changes at work that necessitate for her to be physically in the office.

"I understand your disappointment Larla. Unfortunately, our needs have changed from when we first hired you. We'll give you 60 days to make the change and then we need you in the office 5 days a week."

[Anonymous]

Anonymous wrote:

Anonymous wrote:you could fire her. This seems within your control.

True. And if it gets to that, we will. I don’t know where she’d find a job that pays her as well as this one though.

The fact that she’s making such a big deal out of it when she has no kids to take care of and lives 5 min away is making me suspect now that she has a side job; or is traveling and taking long weekends often ( she works from home on Mondays )

I’m in my 50s, and I wouldn’t have dreamed of telling my boss that I don’t want to come into work when I’m needed, and expect them to work around my schedule when they are the one signing my paycheck.

You are treading on some shaky legal ground here. If you do end up firing her, you want to make certain that the only reason anyone can point to is that she would not adjust to in-person work requirements.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Honestly, if she is remote one day a week, is the company going to lose $1 of profit?

In our case, it is starting to affect the business.

Why is this even a question given your response above? She comes in for the fifth day. Period.
Don't give me that crap about a 'deal' that was reneged on. Tell it to every Fed who is told we don't deserve to telework when we all had a 'deal' too.
Either she comes in or she's done.

If OP could have done that, they would have. I suspect OP either doesn't directly supervise this person (who supports their boss not OP) or can't easily replace her.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Honestly, if she is remote one day a week, is the company going to lose $1 of profit?

In our case, it is starting to affect the business.

Why is this even a question given your response above? She comes in for the fifth day. Period.
Don't give me that crap about a 'deal' that was reneged on. Tell it to every Fed who is told we don't deserve to telework when we all had a 'deal' too.
Either she comes in or she's done.

If OP could have done that, they would have. I suspect OP either doesn't directly supervise this person (who supports their boss not OP) or can't easily replace her.

I wonder if OP is having to do the employee's work on Fridays because the boss/owner is in office and expects the work to be done. OP is worried that if she pushes a her or the employee, it will be OP who is out. Basically, she's stuck with her if she wants to keep her own job.

[Anonymous]

Read, ladies, it is not Friday, it is Monday.

OP, the most important question is how hard would she be to replace? If you think you can replace her with someone who costs less and will come in to the office 5 days a week, then you give her an ultimatum and work on finding a replace ASAP.

If not, then you should give her 60 days but I would suggest making all hybrid people full-time.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Honestly, if she is remote one day a week, is the company going to lose $1 of profit?

In our case, it is starting to affect the business.

Then you are approaching this the wrong way. If she truly needs to be in the office on Friday (which everyone here doubts), then it should be easy to convince her by pointing out specific instances and what resulted from her not being in the office.

Another reason to be skeptical of your side of the story is that she is overpaid but couldn’t find another job at that salary if fired? Then why wasn’t she “market rate” when hired? There is more going on here.

The bolded also makes NO sense to me.

[Anonymous]

FYI if you try to be ridiculous about that one day, you will lose her.
You are not a good boss.

[Anonymous]

She may have medical appointments or other appropriate activities on Monday that make it so important to her. She should not have to explain her personal life to you.

[Anonymous]

So, despite what you said in your OP, you don’t trust her.

[Anonymous]

Anonymous wrote:She may have medical appointments or other appropriate activities on Monday that make it so important to her. She should not have to explain her personal life to you.

She works Mondays.