Need hybrid employee in office 5 days a week

[Anonymous]

Anonymous wrote:Federal report shows remote work more productive than RTO:

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

The OP is not complaining about overall productivity, they are citing that there are specific things the employee is needed for in office.

However I would bet that this employee will quit if required to come in 5 days per week, so OP can decide how easy it would be to replace 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 is supposed to be working, not going to appointments. She should be taking PTO for that. I can see that you're one of "those" employees if you think that's a good reason.

[Anonymous]

Anonymous wrote:

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.

Pffft. Not if she's being paid over market. You also have no idea what her actual job is, and it's not exactly a great time to be job hunting.

[Anonymous]

She has a J2

[Anonymous]

Anonymous wrote: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?

All of what you wrote is great but it’s not thr employer’s job to accommodate you so you can wear workout clothes all day.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

Being childless is not a protected class. And depending where the business is located, there might not be very many worker protections.

Family status is protected in some states. Age and pregnancy (and thus decisions based on non-pregnancy) are protected in all states.

Wrong.

Marital status is. OP is all up in arms bc the employee is single. Also I would be concerned with gender too if OP is whining about not having kids. Would OP make same assumptions/complaints if employee was a single man (but he doesn’t even have kids?). Doubt it. But assumption is woman need to work remote if they have children.

[Anonymous]

Sounds like this arrangement is no longer working for either party. You can require her to come in, but she will likely leave for another job eventually.

[Anonymous]

Anonymous wrote:

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 is supposed to be working, not going to appointments. She should be taking PTO for that. I can see that you're one of "those" employees if you think that's a good reason.

If I work 9-5 at home, I can do a dentist appt at 8 and be home by 8:45 and workign by 9. If I'm commuting to the office from 8-9, obviously I can't do the dentist appt that day. No one is time thefting as much as you think.

[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.

+1

[Anonymous]

Anonymous wrote:

Anonymous wrote: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?

All of what you wrote is great but it’s not thr employer’s job to accommodate you so you can wear workout clothes all day.

It is if the employer offered you a hybrid schedule when they hired you!

[Anonymous]

She’s young and can find another job. Now you and your business may be screwed but it seems you don’t care so I hope she leaves.

I am a remote employee with kids in daycare and strict about PTO and my work ethic. But this would piss me off.

PS I left an employer bc of this and they reached back asking for hybrid (position still not filled). Nope. Enjoy your important 5 days in 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.

Cut her loose.

[Anonymous]

Anonymous wrote:It sounds like this is a deal breaker for her, so you have a decision to make. Keep her or lose her.

This.

[Anonymous]

Anonymous wrote:She’s young and can find another job. Now you and your business may be screwed but it seems you don’t care so I hope she leaves.

I am a remote employee with kids in daycare and strict about PTO and my work ethic. But this would piss me off.

PS I left an employer bc of this and they reached back asking for hybrid (position still not filled). Nope. Enjoy your important 5 days in office.

+1000

[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.

Did you pick on her to remove her hybrid schedule because she’s a woman with no kids? You can’t discriminate based on family status you POS. No wonder people hate employers.

You can’t fire someone for sticking to the agreement you made when you hired them.