Need hybrid employee in office 5 days a week

[Anonymous]

Anonymous wrote:Her family situation and commute is really none of your business.

You can absolutely tell her that business needs have changed and you need her in the office 5 days a week. And then she knows to start looking for another job or quit outright.

When you hire her replacement, don’t call the position “hybrid”. Just call it in office, 8-6, or whatever you need the hours to be. Someone will want that job. Maybe at the current wage, maybe at a higher one. Maybe someone with the same talent/experience, maybe not. But you’ll find someone.

Ugh gross. Calling thi role hybrid would just be a lie, so yeah don’t call it that. Does anyone want 8-6 though? Ffs I hope that was a typo. People don’t even want 9-5 these days (me included!).

[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.

My lunch break is mine to do with what I please. If that’s going to a dr appt or getting some afternoon delight it’s of no concern to you.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Her family situation and commute is really none of your business.

You can absolutely tell her that business needs have changed and you need her in the office 5 days a week. And then she knows to start looking for another job or quit outright.

When you hire her replacement, don’t call the position “hybrid”. Just call it in office, 8-6, or whatever you need the hours to be. Someone will want that job. Maybe at the current wage, maybe at a higher one. Maybe someone with the same talent/experience, maybe not. But you’ll find someone.

Ugh gross. Calling thi role hybrid would just be a lie, so yeah don’t call it that. Does anyone want 8-6 though? Ffs I hope that was a typo. People don’t even want 9-5 these days (me included!).

It depends in my opinion. My one job we had a mandatory one hour lunch break. Our office hours were 7-6 every day. So some folks worked 7-5 and some folks 8-6. At lunch time we did lunch either 12-1 or 1 to 2. We needed coverage.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Her family situation and commute is really none of your business.

You can absolutely tell her that business needs have changed and you need her in the office 5 days a week. And then she knows to start looking for another job or quit outright.

When you hire her replacement, don’t call the position “hybrid”. Just call it in office, 8-6, or whatever you need the hours to be. Someone will want that job. Maybe at the current wage, maybe at a higher one. Maybe someone with the same talent/experience, maybe not. But you’ll find someone.

Ugh gross. Calling thi role hybrid would just be a lie, so yeah don’t call it that. Does anyone want 8-6 though? Ffs I hope that was a typo. People don’t even want 9-5 these days (me included!).

It depends in my opinion. My one job we had a mandatory one hour lunch break. Our office hours were 7-6 every day. So some folks worked 7-5 and some folks 8-6. At lunch time we did lunch either 12-1 or 1 to 2. We needed coverage.

That sounds like a nightmare. If I started at 7, I’d be off at 3!

[Anonymous]

If you want to have a leg to stand on, you need to specifically detail the job responsibilities that she is not fulfilling on her remote day. Ask her to come up with a plan to ensure those needs are met. Are you sure these are things that only she can do? If so, as the manager you need to figure out what you’d do if she quit tomorrow!

[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's also not the employer's job to make RTO decisions based on the employee's family status. PP's point was that there are many non-childcare reasons to prefer WFH.

OP can "require" what they want so long as OP is prepared for the employee to walk, or to work to rule because one stickler deserves another.

[Anonymous]

Anonymous wrote:Why exactly do you need her in the office? I doubt you do.

It Durant matter! She’s the boss. Fire this gen z er.