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[quote=Anonymous][quote=Anonymous]SO funny to read all the posts by the low-agency, neurotic, risk-averse, lemming conformists on this thread. Two questions for you:

1. Given the vague, ambiguous, amorphous, ridiculous policy that allows “some” ad hoc telework (as long as it doesn’t create a “pattern”), who decides whether a given ad-hoc telework event “violated” the policy or creates a “pattern”? How is that determined exactly? I’ll wait…

2. What are the consequences of any violation (assuming they could ever clearly determine that)? PIP? A scolding? Immediate termination? Has anyone said?

Once they opened the door to ANY ad hoc telework, they lost control and created a very slippery slope that will be a friggin’ nightmare to oversee or supervise with any consistency or coherence.

And to make things even more fun, anyone who feels that they’re being treated unfairly or differently from their peers will be filing EEOC complaints, grievances, etc. (the statute of limitations for which, btw, is often longer than 4 years).  “Well, you let Mary ad hoc all the time…. waaaah!”

It’s a miracle that any sane person would want to be a manager in this environment and expose themselves to such chaos and risk. You couldn’t pay be $800k a year to do it[/quote]

This is exactly why they will eventually say no more adhoc.  [/quote]

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