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[quote=Anonymous]- to long standing and strict/stringent rules/policies.....

We have a new employee that was hired under the conditions of five days in the office, 9-5  -  it is the conditions under which they applied for the job, and the conditions under which they accepted the job.  They have a "disability" not covered by the ADA. Other employees have the same "disability" but do not claim it, nor expect special treatment (because it is actually not a "disability").

The exceptions that this employee thinks they have are causing a problem for the other employees, especially the ones who were dedicated during covid.  It is causing a morale issue - probably because the new employee was given a lot of false praise, to begin with.  We are losing many employees to (places in the "industry").

The new employee thinks they are "above the law"/terms of employment, and it is causing issues. The new employee also does not respect the boundaries of the assignments (ie: time constraints and deadline demands), and claims to have "successfully finished" the work, only for the other employees to have to clean up the new employees' mess. It is causing extra work for everyone.

We have a probationary status/temp to perm policy, but the higher ups want to keep this employee for um, "political" reasons.  It is causing a problem in a ripple effect, and dividing the office. What say you, if you have experienced and/or had to manage this before?

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