Confusing employment ending

95 Comments

1. AnonymousMay 12,2023 at 1:34PM UTC

   Keep this job while looking for a new one. As you interview, explain to them the department is realigning and it is not within your career goals.

2. AnonymousMay 14,2023 at 2:48PM UTC

   Great advice, thank you

3. AnonymousMay 14,2023 at 6:09PM UTC

   I'm sorry, to me that just sounds like evasive fancy talk for "the company is changing and I don't like it".

   There's an opportunity in interviews to subtly make a statement about your character when they ask you why you're leaving, if they even outright ask it. Often, it just comes about in general conversation. I do agree - it pays to be prepared ahead of time, to know what you don't like about your job, and how you're going to frame why you're looking for a new position.

   Alternatively, I'd say find something legitimate about your current job you'd like to see *improved* - do not say telework - and create reasons from that for seeking a new role. For example, if you were coming from a toxic, stagnant environment with sucky, beat down workmates, poor communication, and lack of teamwork, backstabbing, etc., you might say something like, "I'm interested in joining good team in a healthy, light and collaborative environment where I can contribute with my current experience as well as develop new skills, and grow with the team and company." It's legitimate, makes you look career and team conscious, as well as saying you're flexible, open to change and challenging personal growth. This is not flubbery - unless you really don't want to grow - it's legitimate, shows drive and enthusiasm, and will help you to stand out

4. AnonymousMay 13,2023 at 5:48PM UTC

   If you still need a medical accommodation bring that to your HR or legal team with a doctors note. IF not then it's clearly them telling you they need more of you or you just no longer fit. How you exit is up to you, I would suggest you look immediately and then if you have a good rapport there let them know you will be giving them 1 months notice.

5. AnonymousMay 14,2023 at 2:22PM UTC

   Sage advice, thank you

6. Mhairi DunnMay 14,2023 at 12:19PM UTC

   You need to get legal advice but what I’ve seen people do is offer up a protected conversation, you’d be willing to go but want £x as a compromise good luck

7. AnonymousMay 14,2023 at 2:22PM UTC

   Thank you, I agree this is probably my best option after seeking advice from others and a few lawyers.

8. AnonymousMay 14,2023 at 11:32PM UTC

   There is no legal standing to protect in this situation. Speaking to a lawyer would be a waste of money.

9. AnonymousMay 14,2023 at 12:24PM UTC

   What I do in situations like this.....

   With zero emotion, I explained to my boss I understand their position and no harm no foul, it's just not going to work for me. I happy to train my replacement while I'm looking for new employment.

   And I ask for a handshake agreement to be upfront and honest and provide as much notice as possible but no less than two weeks once one of us is ready to terminate the arrangement.

   You have to trust your boss not to be a d**k.... and you have to take the risk of possible instant termination. I have a unique set of skills so the risk of them firing me without my training a replacement was low but it worked SO WELL. The owner can be high maintenance at times, but no longer sends his chaos in my direction

10. AnonymousMay 14,2023 at 2:20PM UTC

    Thanks for your insight. This is the scenario I've imagined for myself as well. I'm pretty specialized and they may need my skills to get them through a busy couple of months. On trusting the boss, I mostly do lol. Do you anticipate receiving a severance or when your date hits, that's it?

11. AnonymousMay 14,2023 at 7:50PM UTC

    I don't expect any sort of severance. In my view, it's a mutual agreement to terminate based on changes in needs on one side or the other. I've spent time working in Germany. They have employment contracts for all employees. I LOVE the concept. Employees don't have to fear unexpected termination and never have less than 30 days notice that there contract won't be renewed. Employers never have to scramble and train replacements since they have the same 30 day notice. I've been a "consultant/employee" cross for the past ten years, and I have yet to not have a really easy termination/transition when I have this talk upfront. I don't want to be anywhere I'm not appreciated. I don't want my employers to be nervous that I'm going to be walking away and leaving them in a world of hurt.

12. AnonymousMay 15,2023 at 11:36PM UTC

    Thanks for the additional details, this feels like such a fair and beneficial approach

13. AnonymousMay 14,2023 at 12:29PM UTC

    I’m currently in a similar position. I was asked to stop being a remote employee and I didn’t want to. I reached out to HR to understand what would happen, and they said we would just reach an agreement on a separation date. When I told my boss, I gave her a date, and HR reached out and asked to extend the date and offered severance. I would not resign or phrase it that way, because I didn’t want to lose any opportunity for severance or collecting unemployment.

14. AnonymousMay 14,2023 at 2:18PM UTC

    Congrats on this transition. Honestly, this is really what I'm looking for. I've been at this company for almost a decade and it feels incorrect to say I'm quitting or resigning.

15. AnonymousMay 14,2023 at 11:31PM UTC

    You are unlikely to receive unemployment regardless just to be clear. If you are fired for refusing to comply with a policy (working in person), you would not be eligible for UI. Unemployment would only be if your company decides to lay you off, which if unlikely given what they are offering you. Failing to return to work even with a valid medical reason can be seen as placing an undue burden on the business.

16. AnonymousMay 15,2023 at 11:34PM UTC

    Thanks for your reply, very helpful details

17. GirlBossanova934974May 14,2023 at 12:44PM UTC

    You start by beginning your new job search today! Then you can decide if you want to work from home or work 4 days/week at the office. Your primary task going forward is finding another position. You have the luxury of doing so while getting paid to work another job.

18. AnonymousMay 14,2023 at 2:16PM UTC

    Excellent advice, thank you.

19. AnonymousMay 14,2023 at 12:51PM UTC

    Is there still a medical reason for you to work less hours and / or in a remote capacity? If so, discuss accommodations with HR. Depending on how the job market is for your skill set, taking the pay cut to stay remote while you job search something else may not be an awful idea. It all depends on what concessions you’re willing to make at the moment. How long have you been at this employer? Have you always been remote or did you transition to remote during COVID? Are they asking others to also return to office or is this specific to just your role? So many variables influencing this on both sides of the table.

20. AnonymousMay 14,2023 at 2:37PM UTC

    Thank you for your reply. There was a big medical event and only by working remotely and cutting back hours have I begun to heal, it has been a long, long road. Yes, the initial remote transition happened during Covid.

    I've been with the company for about 10 years. The business is ok but it's taken a slight dip so they are tightening up on their policies, more time in the office for everyone.

    More detail on the medical reason to work fewer hours/remote capacity... possibly? I am still struggling with some symptoms, although I'm not sure it would qualify as they are different than my previous qualifying symptoms if that makes sense. I may need to do some more work with my doctor to determine.

21. AnonymousMay 14,2023 at 12:58PM UTC

    First, don’t take it personally. The company needs something different from the current arrangement and what they need doesn’t fit what you want. Situations rarely last forever - it may be time for this one to end.

    Ask them to work with you on a transition plan that works for both and is fair to both of you. Good luck.

22. AnonymousMay 14,2023 at 2:33PM UTC

    Thanks for your reply, makes a lot of sense. I believe they're aware that I'm leaning towards leaving so it's interesting to see them offer up different scenarios, whether it's a fit or not, so a little I'm surprised. I like the language of your last sentence a lot, very helpful.

23. AnonymousMay 14,2023 at 1:42PM UTC

    Apply for short term disability. Do the math, you may get more pay than being demoted. This will give you the flexibility you need to find a better job and time to heal. Don't delay or be afraid. There is no shame in using this benefit. Work with your doctor to ensure you get enough time to do what you need to accomplish. It's all about getting well. Best wishes.

24. AnonymousMay 14,2023 at 2:32PM UTC

    Thank you, great advice

25. AnonymousMay 14,2023 at 7:36PM UTC

    Though that is basically robbing the company who is also wanting to resume normal protocols after recovering from covid stipulations. They are not wrong in requesting her position to resume original upon hire conditions of on site work.

    She should seek other employment that would work with her wfh desire/need and allow the current company to move ahead with an employee who is able to be on site. Or, take the 45k less salary position and continue wfh. Either way, it sounds like the company will eventually push her out so they can continue their work.

26. AnonymousMay 14,2023 at 1:50PM UTC

    I am confused by your post. What does "WFH" mean? And, is 4 days "not" considered full time (many places consider working four days as "full time"-- but they require 5?) Also, you said "I can stay remote"-- but at the same time, you said "they are asking me to be 75% in the office"--- So I am very confused. So, you "can" stay remote and be demoted, taking a 45K pay cut-- or bump to 5 days per week and 25% remote???? I'm not sure what you're doing or what you're currently making, but a 45K pay cut for going to 4 days/week (from 5 days/week) seems STEEP... Wow. Again, I need some clarification from what you've shared here too. It sounds like you WANT to stay 4 days/week and fully remote, right? So the only way you can do that is to take a 45K pay cut? Well, if that means working versus being unemployed-- I think I would take the 45K pay cut and at the same time, be considering new work elsewhere. Again, there's alot of gaps in what you've shared here so if you clarify a bit for us...We can give you better advice. Thank you!

27. AnonymousMay 14,2023 at 2:30PM UTC

    Sure, WFH is working from home.

    4 days is legally considered full-time I believe, but they would like 5 days with 75% in the office for me to stay at my current title and pay.

    I can stay fully remote and work 4 days but I would be doing so at a lesser title/position, so hence the 45k pay cut.

    I'm inferring they don't see my current position as able to be remote. This may be what they need, but taking a step back doesn't fit my career goals honestly.

    Thanks for any advice.

28. Audrey KirschMay 14,2023 at 2:45PM UTC

    They accommodated you due to your illness and now want you back full time (5 days a week) mostly in the office. However, they value you enough to still be flexible since you have developed a preference for your current WFH schedule. The decrease in pay is most likely so they can afford another person who can work in-office. If none of the options are acceptable to you, resign if you can afford it or pick the best of the options for you while you look for something else.

29. AnonymousMay 14,2023 at 3:15PM UTC

    This!

30. AnonymousMay 14,2023 at 5:22PM UTC

    Yes, this feels very accurate, thanks for your response!

31. AnonymousMay 14,2023 at 4:50PM UTC

    Can all of your job functions be done completely remote? If yes, then it looks like they are pushing you out.

    By offering an option with a significant decrease in pay helps force your hand to resign (since they already know you prefer not to come in) If you resign then unemployment benefits could become null and void.

    if there is a portion of your employment that needs office time. Determine what that portion is and the counter offering. For example if all in person office duties can be done in one day - or two days. Counter to a hybrid option.

32. AnonymousMay 14,2023 at 5:21PM UTC

    Thanks for this, interesting to think about your positioned counter, thank you!

33. AnonymousMay 14,2023 at 11:27PM UTC

    "Can all of your job functions be done completely remote?"From the businesses stand point - no. There could be 90,000 reasons for that starting with the possibility that if the decision makers are all in person then you being remote can be seen as a burden. From a cost perspective, supplying you with equipment and such can be costly and less convenient. The other issue is equity - If the other employees are expected in 75% of the time, it makes the most sense for that to be the case for everyone.

    If you are fired for refusing to return to in person work, you will not receive unemployment either.

34. AnonymousMay 15,2023 at 1:00PM UTC

    Thanks for your response. I believe this is their point exactly, my current role cannot be effectively done remotely (even though I've been doing it for nearly 3 years and haven't had any performance discussions) but it totally is their prerogative. On your last point this is what I've been considering lately, would my refusal be considered job abandonment? I believe so.

35. AnonymousMay 18,2023 at 6:03PM UTC

    It would not be considered job abandonment unless you just stop showing up as opposed to resigning. But if the company fires you because you won't come in, you would essentially be refusing work.

36. AnonymousMay 17,2023 at 9:13PM UTC

    "There could be 90,000 reasons" but there's not. What it's been boiling down to is control, micromanaging, and real estate revenue. For most white-collar jobs, being in a specific location is not a requirement.

    Your argument on cost is absurd. Businesses spend more on far more frivolous things and there is the option to just pick it up in cases where people are in the vicinity.

    Equity is a non-issue in the way you're stating that. Equity is about getting everyone what they need to be successful, not about everyone being treated the exact same. If OP needs accommodations to do the job to the best of their ability and the employer is not meeting those, that is inequity (and a violation of federal laws).

37. AnonymousMay 18,2023 at 6:03PM UTC

    If the accommodations are deemed to put a burden on the business, it is not a violation of the law. There are plenty of costs especially depending on where you live. My company had to reimburse certain employees so much per hour for using home wifi in some states. Maybe it is about control. But again from a company standpoint, they feel the work can't be done from home.

38. Lisa MarieMay 14,2023 at 4:52PM UTC

    Let us agree to UNbiased here.

    These are the established truths from your post:

    1) The company needs an employee to *fill a ROLE* working 5 days per week, 75% on-site. This is the *requirement* of the ROLE you were employed to fill - before your illness. 5 days work, and on-site presence is not something *new* they're requiring.

    2) The company was accommodating for your illness when it was necessary, but now they desire that the ROLE be fulfilled as it originally was (5 days, 75% on-site).

    3) You prefer to keep WFH. You want to onky work 4 days per week, but keep your current salary. Your desire. Your *personal* choice. That is your right, and you can hold on firmly for what you want.

    Despite what anyone thinks or wants, employee *desires* or health conditions do not change the *requirements of any job role* in any company. Ever.

    You didn't specifically say it like this - but it sounds to me that *you can go back to the original format of work* for the role, but you more enjoy/prefer working less than what the role/company requires for the same salary (4 days) and you prefer WFH. *This is selfishness on your part*

    Don't take this the wrong way - nothing is wrong with being selfish in this way - BUT you are probably doing the company a disservice by not fulfilling the role *the way it is needed to be fulfilled* It is their company, so however they want the role to be fulfilled, *IS the way it should be filled*

    Your choices are clear:

    a) go back to fulfilling the requirements of the role as you were hired to do (work 5 days, 75% on-site) - provided your health situation will not be affected.

    b) take a lesser position with $45k less salary

    c) *TRY* to find another job - which will let you have *ALL* the things you desire.

    d) you can waste precious time and energy fighting the company, trying to get your own way - causing problems for both you and the company. Or you can choose to focus on something positive and not cause unnecessary drama.

    Based on the $45k reduction on salary option they gave you, it is painfully obvious that you are currently viewed as *taking up space and consuming company resources (your salary)* in the role, yet you are not giving 100% of what the company needs from the role (not the person).

    This may sound harsh, but it's the plain truth:

    No company *has to* change the requirements of their job roles to suit employees.

    Employees need to know when to *fold* and walk away.

    In this situation, you need to do the right thing - for both yourself and the company. You *KNOW* what that is. So simply do it and move on with your life.

39. AnonymousMay 14,2023 at 5:19PM UTC

    Thanks for your candid response, it's very helpful. I don't read it as harsh, it's a great breakdown of the situation and an honest assessment of facts. I appreciate this 100%!

40. AnonymousMay 14,2023 at 5:45PM UTC

    I agree with everything "@lisa marie" said, except the characterization of selfishness. I wouldn't call it selfish. I'd say more just that some things have changed about your employment, and like many people, you like the benefits of working from home - nothing wrong with this - and you really don't want to go back, and it feels like you're being punished somehow.

    WFH is a company perk/benefit, not an employee right. So many people are up in arms about this return to site, or hybrid requirements. It's ridiculous. However, if you have a legitimate medical reason for not returning to the office, lead with that.

    My team came onto a contract as the pandemic was ramping up. We were immediately moved to telework.

    There were four of us. Three of us had never teleworked before. They couldn't handle it, and sucked at their jobs. Poor quality, poor communication, missing deadlines - simple ones, work that made it obvious they just weren't present - and making mistakes for lack of attention. Our team lead missed responding to a customer email for four days one time. It was embarrassing and made the team look bad.

    On return to office - on hybrid, mind you; 3x2 - team lead left for a fully remote role and made even more money. Another left about a year later for a fully remote job for the same money. The third left, and, I believe, is sleeping in all day and keeps telling herself that she's starting her own contracting company.

    Point is not everyone can handle WFH, and those who can't have ruined it for those who can. Also, companies had enough time to see the pros and cons of fully remote, vs hybrid, vs full return to site. Some people take advantage, and someone has to pay for that. For example, either the company itself in lost production - MONEY - or coworkers in increased workload for having to take up for their slack coworkers who are blissfully touting the joys of remote work (no one watching me I can do what I want yay). For those having to take up the slack, this turned into working longer hours, frustration, and burnout.

    It doesn't matter if your job *can* be done remotely. The company makes the rules, and it says come back to the office. Maybe they *are* pushing you out, but if so, it's because you don't want to comply with *their* policy, and they're taking a firm position. It is their right to do so. It is also your right to explore other options.

    Be smart about this. Do not tell anyone you are thinking about leaving until you are ready to do so. If you are not unique enough, or if your boss is not in charge of hire/fire, HR may give you a date you are unprepared for. I saw this happen with a friend, recently. She accepted a new role, did what she felt was "the right thing" in giving her supervisor plenty of notice so that she could properly arrange upcoming big dollar contract workload. Supervisor didn't want to lose her and went to HR. HR wouldn't/couldn't meet the new offer, and she was separated 6 weeks ahead of her comfortably planned departure. She had hard lessons in trust, misplaced loyalty, and thinking she was more valuable than she was - to the company, that is. She is *very* very good at what she does. Loyal, extremely productive, conscientious, excellent team management, consistently wins huge contracts - full time telework, btw - but HR had it's policies, and no loyalty to her (big company), so, "Happy trails, sayonara, sorry not sorry your coworkers are going to lose the benefit of having you those extra 6 weeks to transition..."

    Some people suck at WFH. They don't collaborate as well when the job requires close collaboration. Or they take the flexibility too far, and end up working later hours to keep up (omg, I'm *so* busy, I worked 12hrs yesterday! No, you didn't. You screwed off for for 7hrs doing "other", putting off your work, and then had to rush at the end - poor you - requiring your coworker, who started on time and worked productively to have to hang around *later* just to accommodate you.)

    Other people have developed this strange reluctance to get on the phone *at all*. It's Teams. It's voice only. I don't even have to look at you. I can talk to you for 10 minutes or we can Teams message about it for six hours and still not be resolved. Put on your headset and let's get it done.

    This stuff is partly why companies are recalling people to the office, not to punish people.

41. AnonymousMay 14,2023 at 7:08PM UTC

    Thanks for your reply, completely agree with you and Lisa Marie.

    The company is very much in the right to remove or revisit a WFH policy. And that's really it, I can choose to take a different path if this is critical to me, no fault to either party.

42. AnonymousMay 14,2023 at 7:19PM UTC

    1 - If she was able to do her job remotely, then the company desires for 75% onsite are equally selfish and I would take "selfish" out of the equation alltogether. She's proved it can be done so location is a desire on both parts.

    2 - Employee/Employer relationships are mutually beneficial arrangements. Its not unecessary drama to offer to stay under new terms as long as there are no hard feelings if they decline them. (yes if either side gets petty or toxic walk, no run... away) The 45K salary cut feels petty unless they are cutting an equivalent percentage of your workload.

    3 - No job is 100% aligned with the day 1 contract after a year. Yes both employee and employer have every right to insist on the initial terms. No harm in asking, very much harm if either side feels "entitled" to be offended by the discussion.

    4 - Companies in the current age have forgotten that employee/employer relationships are mutually beneficial. They RELY on the fact that Gen X and Boomers were raised when employee/employers were loyal. Treat the company the way they treat you.... it's a "Business" decision for your personal business of selling your labor. Treat it as such.

43. AnonymousMay 14,2023 at 10:40PM UTC

    Thanks for your response, this feels like a great way to think about it. It's not my intent to take and not give in return but I am looking to redefine our terms in a way that's mutually beneficial. I understand we may not find common ground and I am prepared for that. Thanks for all the detail, appreciate it!

44. AnonymousMay 17,2023 at 9:07PM UTC

    All of this! I get so annoyed when our team manager says he's annoyed by people who say they'er here for a paycheck but will always emphasize that we're here to make the business money. It's a mutually beneficial business arrangement. If I'm not getting paid, I'm not working. If the arrangement is no longer benefitting me, I'm going to find one that does.

45. AnonymousMay 14,2023 at 7:59PM UTC

    Finally…some straight talk express on this board! Thank you for this thoughtful, rational, and actionable response.

46. AnonymousMay 14,2023 at 8:27PM UTC

    Very well stated. The business has supported your needs—now it’s time to support the needs of the business.

47. AnonymousMay 21,2023 at 3:40PM UTC

    If her work is getting done. The business needs are supported.

48. AnonymousMay 15,2023 at 9:11AM UTC

    You are 1000% correct. An employment attorney would tell her the same thing.

49. AnonymousMay 14,2023 at 7:16PM UTC

    Thanks for your reply. Yes, I am immunocompromised, the last time I took leave it was for a very specific health crisis and it left me compromised. My employer knows of my health challenges but I haven't fully documented the specifics with them since said crisis. Not the best move I realize. I'm a specialized designer that's in demand at the moment.

50. AnonymousMay 15,2023 at 10:56PM UTC

    OP, if you have been determined by your medical provider to be immunocompromised, then you definitely fall under the Americans with Disabilities Act. Please look deeper into accommodations. It's not that difficult or complicated, and it sounds like it might be one last step to take before making a decision to resign.

51. AnonymousMay 14,2023 at 7:18PM UTC

    I'm not sure what is confusing about this. They are supplying options but no option exists to remain the same. The company is making sweeping changes. You take one of their options or you will be be let go.There does not appear to be any room for negotiation. So if I were you I would make my choice and have it documented in writing as to exactly what is expected so you are not confused.

52. AnonymousMay 15,2023 at 1:23AM UTC

    The confusing part is if it counts as a resignation or if she’s being let go. As someone who is in this situation, I get it!

53. AnonymousMay 15,2023 at 12:46PM UTC

    Yes, that's it exactly. I feel like my needs aren't really being met and I think they're acting appropriately, both can exist IMO. But I don't think I should be the one to resign, I believe I should be let go. Thanks for your response!

54. Nibor EroomMay 14,2023 at 7:31PM UTC

    An employer would be smart to honor your accommodations, especially if they allow others to WFH.

55. AnonymousMay 14,2023 at 7:50PM UTC

    Keep your options open.$45k salary decrease= goodbye.
    They have given you notice.

    Unless you can prove from a Dr to stay home... Even that is not a guarantee. They can let you go via "restructuring"

    You have the right to leave and they can let you go as well at any time.... healthy or not

56. AnonymousMay 15,2023 at 12:54PM UTC

    Thanks for your response. I agree, I think they've given me their notice

57. AnonymousMay 14,2023 at 10:42PM UTC

    Wow, why are the vast majority of anonymous posters just using that shield as a reason to be so mean?

    Your employer is trash. They know you have a health condition and are not honoring accommodations (lawsuit city there, too) and giving you a non-existent "choice" to do as your told or take a $45k pay cut? Screw that. Designers are in high demand and can work remotely at a lot of places. Let them fire you over it and get an attorney.

58. AnonymousMay 14,2023 at 11:22PM UTC

    What do you think an attorney is going to do? By all means, you can choose to wait to be fired or resign, but what right do you think has been violated that could result in legal action?

59. AnonymousMay 17,2023 at 9:03PM UTC

    If they're not following ADA regulations, an attorney can do a lot.

60. AnonymousMay 18,2023 at 7:03PM UTC

    If a business feels that working remotely puts an undue burden on the business, they can require you come in to the office. Additionally, they have provided the employee with an option to stay. They don't like that option, but it was offered.

61. AnonymousMay 15,2023 at 12:20AM UTC

    People aren’t being mean, they’re being pragmatic.

62. AnonymousMay 15,2023 at 1:20AM UTC

    When someone says it's a confusing circumstance, and there is nothing confusing there it begs for clear and honest responses. Nothing more. People here are offering clarity

63. AnonymousMay 15,2023 at 12:43PM UTC

    I totally appreciate your response. I do believe there is nuance in my situation but can also see the side of straight-up facts, it's been helpful to hear as it's not how I've been thinking about it. Don't disagree on the trash bit! Lol

    Thanks for your advice I'm thinking about how to fold and move on, appreciate it.

64. MandyMay 15,2023 at 5:22PM UTC

    The people who go with “the employer is always right!” In these comments have me like ? ? ? ?

    Also, to the OP, this sounds like a crap situation and that nobody wants to think outside the box or take responsibility for making a working environment that works for you — that’s awful.

65. AnonymousMay 15,2023 at 11:24PM UTC

    Thanks for your reply Mandy, this has been challenging. I don't think they're the worst employer but I do feel forced to make a decision that doesn't feel great. Maybe that's business, I don't know, but thanks for your words.

66. G MicheleMay 16,2023 at 2:07AM UTC

    always easier to find a job when you have one. Many employers are having their teams come back to the office hybrid or full time - it is unfortunately but our reality.

67. Erin PettMay 16,2023 at 12:31PM UTC

    It's only our reality if we sit back and let it.... if they lose good employees to competitors allowing full time remote work they will quickly change their tune.

    My feedback for our CEO was that if he thinks it's so valuable to bring employees back, why isn't the company covering the costs of commuting, pay employees for commute times, and eliminating the dress code.

    And as much as I prefer to work from home, I do see where it would have been detrimental to my growth in my early years.

68. AnonymousMay 16,2023 at 1:32PM UTC

    Thanks for your reply Erin. I agree with you, that's what I've come to, I don't want it to be my reality anymore and unfortunately, my company does. I think it's short-sighted but I suppose this is where I differ from them.

69. AnonymousMay 19,2023 at 7:01PM UTC

    Here's my bet - you've never run a company, and you never will. COVID was an emergency situation. You want all those accommodations, but what if the company said you could work from home if you took a pay cut? How would that fly?

    If you accept an in-person job, then expect to be in the office.

    Companies have a responsibility to their employees but the reverse is also true.

70. AnonymousMay 16,2023 at 1:29PM UTC

    For sure, I may go freelance for awhile and see how that works, thanks for your reply!

71. Bernadette M MartinezMay 17,2023 at 9:01PM UTC

    Just because it's some employer's reality doesn't mean it has to be. Nor does it mean that we as the workforce should just accept it. The only way things change is when people take action. And that can be letting them suffer the loss of excellent people going to their competitors without archaic expectations and policies.

72. G MicheleMay 16,2023 at 2:06AM UTC

    is this not a mean spirited post? The majority of posters anonymously or not have provided great feedback, direction to take or IMO...if you wish to call the kettle black, perhaps you do not shield yourself as anonymous - let's be genuine and authentic in this forum.

73. AnonymousMay 17,2023 at 8:59PM UTC

    No, It' not. You can have your opinion; everyone's entitled to one. But people regularly use the feature to be absolutely cruel to people asking questions or in need of help/advice and this thread is no exception.

    I'm not needlessly dogging OP and telling her she's a fool for not jumping when her employer says how high, so I think you are a) incredibly confused (at best), b) being a condescending Karen, or c) think you're some kind of keyboard warrior who is likely one of the people I'm talking about.

    Anonymity has its place when people don't know who may see something from their company since this is (supposed to be) a professional forum. Get off your high-horse and maybe the not-so-thin-air will help your analytical abilities.

74. AnonymousMay 21,2023 at 7:11PM UTC

    Hate much?? You posted anonymously AND unkindly. With MANY responses to HELP OP with their perspective (which she requested), YOURS seems to be the only MEAN PERSON post here. Go away with your negativity!

75. AnonymousMay 14,2023 at 10:42PM UTC

    Fair points, thank you. I will probably delve deeper into accommodation. Thanks!

76. AnonymousMay 14,2023 at 11:20PM UTC

    WHY are you being so mean? She is asking for help! If you cannot help, then please just be quiet and keep your negative thoughts to yourself!

77. Jillian KnappMay 15,2023 at 4:24AM UTC

    I would say the best thing you can do is consult with an employment lawyer. Consultations aren’t usually outrageous in cost and you can get some perspective. I’d recommend one in your jurisdiction that has represented both organizations and people. That will be indicated in the lawyers’ bio. This seems complicated but my instinct says don’t resign. But also don’t go it alone. Get advice from someone who can help you navigate this for the best possible outcome. All the best!

78. AnonymousMay 15,2023 at 12:52PM UTC

    Thanks for your reply, makes a lot of sense

79. AnonymousMay 15,2023 at 11:47AM UTC

    Your employer, unless hired as a remote working with the schedule for 4 days, has every right to say it's back to the office. If you are no longer under a doctor's care your responsibility needs to addressed. Caution reading 'employment lawyer', unless you were hired remote with that schedule and you have no continued medical accommodation, you should be expected to follow their ask. If your role benefits a team being in person, that's the company's call. Yes, I think employers will be flexible, if given a chance and not a threat. Happy they accommodated you during your health crisis, that was very nice of them. good luck.

80. AnonymousMay 15,2023 at 12:52PM UTC

    Thanks for your reply, I completely agree they're in the right asking for what they need. I chatted with a few employment attorneys to be safe and there's not much to it is the consensus. The part that feels tough is how to end it in a mutually beneficial way IMO

81. AnonymousMay 15,2023 at 1:00PM UTC

    It sounds to me like they have been very accommodating so far. If you are not willing to resume your normal work requirements, the ones in place when you took the job, you should willingly resign.

82. AnonymousMay 15,2023 at 2:30PM UTC

    I wish you the best of the luck. There are tons of companies still offering remote only positions.

    It sounds like you're trying to apply for unemployment? If not, just resign and find an opportunity that fits your desired work location i.e. remote.

83. AnonymousMay 16,2023 at 1:34PM UTC

    Thank you, appreciate your reply. I think moving on may be the best way forward,

84. AnonymousMay 15,2023 at 2:52PM UTC

    Is it possible to fill out the paperwork to ask for official accommodations? Getting a demotion doesn't sound like an accommodation but rather an attempt to make you quit. If you don't feel the company is a good fit for you any longer I would look elsewhere. It's not going to get better.

85. AnonymousMay 15,2023 at 6:45PM UTC

    Thank you for your advice. This is exactly what it feels like, also I'm going to discuss accommodations.

86. AnonymousMay 15,2023 at 5:19PM UTC

    The situation is not unlike one I had as the manager. Our budget and headcount allowances per department were so restrictive, we couldn't justify a part time employee. So we made a similar offer to her. She was a great employee & I did everything I could to keep her in her PT role. There was also another impact that was brought to me as well. Everyone in her dept was FT salary (no OT eligible) her salary was based on a 3 day work week- so it was fair. What wasn't fair was the other folks in the department having to pick up the other 2 days (without any compensation).

    She chose to resign and as a company, we did not fight her filing for unemployment. I would ask that question of your mgr, HR rep. If you resign, will you be able to file for unemployment.

87. AnonymousMay 15,2023 at 6:47PM UTC

    Thank you for your response, this feels quite similar. Was there any offer of severance to your employee? Tysm

88. AnonymousMay 16,2023 at 11:04PM UTC

    I honestly don't remember. There may have been. She was a 15-yr employee.

89. AnonymousMay 17,2023 at 9:28PM UTC

    Ah ok, thanks!

90. Bradford McCormickMay 19,2023 at 2:54AM UTC

    Be careful. Do what is best for yourself. One possibility, which I faced, and where for me the choice was obvious: I could resign with some valuable benefits or be fired with no benefits. My manager even graciously gave me a day to think about my choice.

91. AnonymousMay 21,2023 at 6:56PM UTC

    That's the very least they could do....

92. AnonymousMay 20,2023 at 6:51PM UTC

    Propose to them exactly what arrangement you desire and set boundaries. They will make a decision from there, either way.

93. AnonymousMay 21,2023 at 12:47PM UTC

    Great advice, thank you

94. AnonymousMay 21,2023 at 3:45PM UTC

    Good lord for a sight called FairyGodBoss… there are so many people who have never forgotten their early training of be loyal and the company will be loyal to you.

    YOUR time is YOUR product. Treat it as such. You have just as much say in how you do your labor as they do.

    don’t let them take advantage of a team mentality when they are not treating you as a member of the team.

95. Vi BrownMay 21,2023 at 7:38PM UTC

    You state that you have been doing WFH since an illness. Without asking too many questions, was your illness and WFH covered under ADA or at least a request for reasonable accommodations due to the illness? Do you still require these "accommodations" today?