Ooof, you calling out where she lives, having no children, etc. is kind of creepy. Her home life is none of your business.

If the role has changed to require the position in person full time, then tell her that. Tell her she has x weeks to start coming in 5 days, or to let you know if that is a deal breaker so you can hire someone. But do not bring up her lack of children at home...that's a gross assumption that only parents have a reason to value being home 1 day per week.

It really doesn’t matter why this is a big deal for her. The point is that you want her to be there and she does not want to come. You have to decide whether or not this is a dealbreaker for her continued employment. If she is truly overpaid and replaceable your path is clear.

It doesn't matter why she doesn't want to come in. You hired her with a certain agreement. Depending on labor laws where you live, you might be able to make changes to that agreement without notice...but she doesn't have to agree to them. She can quit, or she can be fired once she stops meeting your workplace requirements.

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

Anonymous wrote:

Anonymous wrote:you could fire her. This seems within your control.

True. And if it gets to that, we will. I don’t know where she’d find a job that pays her as well as this one though.

The fact that she’s making such a big deal out of it when she has no kids to take care of and lives 5 min away is making me suspect now that she has a side job; or is traveling and taking long weekends often ( she works from home on Mondays )

I’m in my 50s, and I wouldn’t have dreamed of telling my boss that I don’t want to come into work when I’m needed, and expect them to work around my schedule when they are the one signing my paycheck.

Her personal family situation or location of her home is irrelevant. If she’s so overpaid, that’s on you. I’m in my 50’s as well and you’ve yet to explain exactly what has changed about her working from home and the company. If you suspect she’s traveling then that indicates she isn’t getting her work done or isn’t responsive to the company on Mondays. If that’s the case that’s a completely different situation.

Is she not getting her work done on her at home days? Is she hard to get a hold of? Seems more like you/the company is upset everyone else is in the office except her, and she's making so much more.

If everyone else is in the office every day why did you hire her in a hybrid role?

Are you able to provide her with concrete examples as to why and how her one day WFH is truly costing the company? Is she is not working or not performing on her WFH day? If so, you have a performance issue to address with her, not a WFH or in office issue.

Anonymous wrote:

Anonymous wrote:you could fire her. This seems within your control.

True. And if it gets to that, we will. I don’t know where she’d find a job that pays her as well as this one though.

The fact that she’s making such a big deal out of it when she has no kids to take care of and lives 5 min away is making me suspect now that she has a side job; or is traveling and taking long weekends often ( she works from home on Mondays )

I’m in my 50s, and I wouldn’t have dreamed of telling my boss that I don’t want to come into work when I’m needed, and expect them to work around my schedule when they are the one signing my paycheck.

What has changed about the job that warrants this change is a benefit?

Anonymous wrote:Honestly, if she is remote one day a week, is the company going to lose $1 of profit?

In our case, it is starting to affect the business.

Anonymous wrote:you could fire her. This seems within your control.

True. And if it gets to that, we will. I don’t know where she’d find a job that pays her as well as this one though.

The fact that she’s making such a big deal out of it when she has no kids to take care of and lives 5 min away is making me suspect now that she has a side job; or is traveling and taking long weekends often ( she works from home on Mondays )

I’m in my 50s, and I wouldn’t have dreamed of telling my boss that I don’t want to come into work when I’m needed, and expect them to work around my schedule when they are the one signing my paycheck.

It sounds like this is a deal breaker for her, so you have a decision to make. Keep her or lose her.

Honestly, if she is remote one day a week, is the company going to lose $1 of profit?

you could fire her. This seems within your control.

I honestly do not understand why this is such a big deal for the employee

Because you had an agreement, and you reneged on your end of it.

I run a small business. The nature of our business necessitates most employees to be in office. One of the few employees that has a hybrid position is in office 4 days a week and remote 1 day a week. Unfortunately, we really need her in the office 5 days a week. Not because we don’t trust her, but because there are several issues that are arising which necessitate her presence in the office during business hours. She is also in a major support role to the owner who is in 5 days a week, and needs her to be in when she’s in.
The employee is in her mid twenties, single; no kids , and lives 5 minutes away from the office. I truly didn’t think it would be a big deal for her to come in that 5th day, but it apparently is. She states it’s the one day where she can have her uninterrupted time to work and raised hell and high water about coming in that fifth day.
This is also someone who is being paid significantly over market value compared to others in a similar position .

I honestly do not understand why this is such a big deal for the employee, especially that we have had several changes at work that necessitate for her to be physically in the office.