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[quote=Anonymous][quote=Anonymous][quote=Anonymous]People are missing the point: You manage someone. You have a policy for a benefit, aka privilege. Employee is most likely abusing said privilege, and at best is in clear violation of the policy. Whether the kid can "watch himself" (doubtful!) all day is actually beside the point. Now if you telework 100% of the time as a requirement of the job etc. that's a different story.

OP focus on the policy and her violation of it. It is pretty simple from an outsider looking in. [/quote]

Exactly. You can't make exceptions on a case-by-case basis. You're in no position to judge whether an employee's sick child is a distraction or not and you're setting yourself up for a claim of disparate treatment if you are selectively enforcing office policies. [/quote]

Yep, this.  Because it's not fair to the other people who don't have the sick kid -excuse to telework.  That's why there are policies... to make it fair for all.  There are telework best practices, and childcare/eldercare while teleworking is one of the few absolute no-nos.  I'm a supervisor... if someone does it they don't tell me.  Or they get someone to watch the child while they telework.  I try to encourage telework, but by the rules.  We do a lot of it and I'm very supportive of it.

OP, she should not be just emailing you like that on the day she wants to telework.  She should take sick leave if she has to, and if it's more than 3 days you need to ask for a doctor's note.  Look at the union agreement, get some supervisory training and go to HR for advice, and check in with your fellow managers.  This is a slippery slope with this employee.  [/quote]

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