Need hybrid employee in office 5 days a week

[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.

Or give her a raise to be willing to do it. It doesn't matter if you don't understand why she doesn't want to come in. You hired her as a hybrid employee and now you want to change that, so give her an incentive to do what you want.

[Anonymous]

Not exactly the same but 30 years ago, I was hired into a position that was Monday through Friday. Things changed and we were required to work one weekend day a month. A few years later, I was hired for 4 ten hour days, schedules changed and I needed to switch to a different schedule requiring five days a week.

[Anonymous]

I will tell you as a business owner I can’t get my work done while in the office. Your pulled in too many directions. So her working from home actually means she’s getting more work done. When I stay home I can accomplish so much more because no one is bothering you.

[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 taking away a benefit of her job and wonder why she minds?

[Anonymous]

If the owner of the business hasn't said anything to her, then I think your argument of her needing to be there in person during that 5th day to support the owner isn't valid.

It doesn't sound like you are the one who does the hiring or she wouldn't be paid as much as she does. You come across more like a jealous coworker than the person who actually runs this company.

[Anonymous]

Federal report shows remote work more productive than RTO:

https://federalnewsnetwork.com/commentary/2025/05/federal-report-shows-remote-work-trumps-rto/?readmore=1

[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’re a dinosaur who’s out of touch. Your employee will have her pick of jobs.

[Anonymous]

She might prefer to work at home so that she doesn’t have to wear a bra. Why on earth would you jump to the assumption that she’s doing something wrong just because she wants to WFH? Most of us want to WFH.

[Anonymous]

I'm going to side with the employee on this. One day a week is not unreasonable. And even you don't say that she's not working.

You think she could make more money elsewhere but that doesn't mean you need to be a jerk to her now. Plus, you'd have to train a new person.

[Anonymous]

Anonymous wrote:Not exactly the same but 30 years ago, I was hired into a position that was Monday through Friday. Things changed and we were required to work one weekend day a month. A few years later, I was hired for 4 ten hour days, schedules changed and I needed to switch to a different schedule requiring five days a week.

And?

[Anonymous]

One day a week at home means I can work in my gym clothes and go work out, come home and shower and get back to work while flexing my hours a little (start earlier, end later).

I wish I had one day a week like that, it would improve my mental health dramatically.

If there are core hours that she’s not working and that is the issue—explain that she can work at home as long as she is available during certain hours (as in, responsive to phone calls and emails requiring immediate attention).

What else is there that has to happen at the office on this one day?

[Anonymous]

Why hasn’t OP returned with proof of the need for the employee to be in the office?

[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 never should have agreed to it to begin with. Do better with your next employee and set your expectations upfront.

[Anonymous]

Things change all the time in workplaces. 10 years ago my workplace decided to require weekend work. Some people decided to leave and some people stayed. It was up to them. If the workplace felt the people were truly too valuable to lose, they wouldn't have made that decision.
OP has to decide if this person is more valuable than a theoretical new employee who is willing to come in every day.

[Anonymous]

Anonymous wrote:Ooof, you calling out where she lives, having no children, etc. is kind of creepy. Her home life is none of your business.

If the role has changed to require the position in person full time, then tell her that. Tell her she has x weeks to start coming in 5 days, or to let you know if that is a deal breaker so you can hire someone. But do not bring up her lack of children at home...that's a gross assumption that only parents have a reason to value being home 1 day per week.

Exactly! And those of us who do have lots of reasons that you might consider more legitimate to WFH (multiple kids, longer commute, etc.) don't want to be treated specially. We want everyone to have flexibility. I don't want to be seen as the middle aged mom who has special accommodations; I just want to be part of a flexible workforce that allows everyone to keep their career and fulfill their personal obligations, whatever those are.