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[quote=Anonymous][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, [b]only for the other employees to have to clean up the new employees' mess.[/b] 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?

[/quote]

Stop doing this..  Things will work themselves out..[/quote]

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