Company ending work from home for some

[DonJuan]

The wife's company has decided to end work from home starting March 1 for her position and above. She has been working from home since start of pandemic and likes it. How should she approach her manager if she wanted to continue working form home? She's just as efficient if not more efficient for work purposes and cost savings of commuting and parking etc.

Background:
O&G.
WFH ending for her position and up, but not for subordinates.
Accounting type position.

[KRyn]

.

[jwslam]

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She's just as efficient if not more efficient for work purposes and cost savings of commuting and parking etc.

What makes her so special compared to everyone else that she should be treated differently?

[DonJuan]

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I am assuming she works at Enbridge? If she really doesn't want to return to work ever I would advise she starts looking for employment elsewhere that will allow her to work from home full time. With the new flexible work schedules all the majors have rolled out I can't foresee them allowing any employees to work from home full time.

Close enough. One of the majors anyway. That's what we also figured, just wondering if anyone else was in the same boat and had a neat idea out of it.

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What makes her so special compared to everyone else that she should be treated differently?

There is a medical card, but would prefer not to use that as an excuse.

[Doozer]

Our company actually sent out forms and have everyone fill out surveys about ending WFH. Some want it 0%, some want it 100%, but I think in general they're going to try to accommodate as many as possible, assuming they can do their jobs. I got a form signed by my manager where we agree on how many days per week, with whatever exceptions are noted.

I'd suggest that if she wants to stay home, to do something similar: Request that she be allowed to continue working from home but with whatever noted exceptions are relevant (customer meetings, client site visits, quarterly reviews, whatever). Get it signed by both parties.

I think if management is unsure, coming to them with those kinds of things in writing may help their comfort level.

[DonJuan]

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Our company actually sent out forms and have everyone fill out surveys about ending WFH. Some want it 0%, some want it 100%, but I think in general they're going to try to accommodate as many as possible, assuming they can do their jobs. I got a form signed by my manager where we agree on how many days per week, with whatever exceptions are noted.

I'd suggest that if she wants to stay home, to do something similar: Request that she be allowed to continue working from home but with whatever noted exceptions are relevant (customer meetings, client site visits, quarterly reviews, whatever). Get it signed by both parties.

I think if management is unsure, coming to them with those kinds of things in writing may help their comfort level.

I like this idea. Only meetings she has is with her team/boss and those will continue to be via team or conference calls etc so the office will still be at low capacity and see no real benefit of going in if everything is still being done remotely.

[jutes]

She could just ask her manager with her reasons and justifications? Doesn’t have to be complicated.

or

Fuck the manager /beyond.

[DonJuan]

Or I could go fuck the VP's dad

[Xtrema]

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I like this idea. Only meetings she has is with her team/boss and those will continue to be via team or conference calls etc so the office will still be at low capacity and see no real benefit of going in if everything is still being done remotely.

Ask nicely but ready to jump ship, voluntarily or involuntary.. That's how this may play out.

One of our departments had some shady politics going on. While permanent WFH is offered on a yearly renewal, case by case basis, some people have claimed they were fired for choosing WFH (of course official reason is performance).

[topmade]

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She could just ask her manager with her reasons and justifications? Doesn’t have to be complicated.

or

Fuck the manager /beyond.

Yes, just ask. This is a trend that is happening now and people are leaving when being forced back to the office so if she's good at her job and bosses like her the chances of them working with her is high. We are going through the same thing and have been given more flexibility to WFH to prevent people from leaving but it differs per department.

[Xtrema]

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but it differs per department head

FTFY

If I have to suffer, you all have to suffer with me!

I see the argument for both. People won't come out because they basically reclaimed 2hrs back from commute per day. But not showing up in person is really tough for team building, especially you are trying to introduce new members.

[dimi]

I'm sure it doesn't have to be 100% wfh or wfo and there will be flexibility moving forward. Industry dependent, but I think that by fully wfh some people will effectively push themselves out the door, so I don't think its a feasible long term strategy. Nor is it feasible from a teamwork/morale perspective. I can do 100% of my job from home, but I do enjoy seeing/talking to/working with my coworkers at work, so I'll probably move to a WFH on Friday schedule.

[bjstare]

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Ask nicely but ready to jump ship, voluntarily or involuntary.. That's how this may play out.

One of our departments had some shady politics going on. While permanent WFH is offered on a yearly renewal, case by case basis, some people have claimed they were fired for choosing WFH (of course official reason is performance).

If I had to guess, I'd say the real reason is actually performance. Leaders don't let good people go, unless there's a good reason (and WFH doesn't really qualify as a reason for many jobs now).

[Xtrema]

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If I had to guess, I'd say the real reason is actually performance. Leaders don't let good people go, unless there's a good reason (and WFH doesn't really qualify as a reason for many jobs now).

Oh I don't question performance is the issue. But timing is a bit sensitive and they should have done it before the survey when out and not after.

Like why do you want to give someone a chance to file wrongful dismissal.

[DonJuan]

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If I had to guess, I'd say the real reason is actually performance. Leaders don't let good people go, unless there's a good reason (and WFH doesn't really qualify as a reason for many jobs now).

I'm hoping this is the case as she has been with the company for 15+ years but is in a different dept after coming back from maternity leave.

[Xtrema]

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I'm hoping this is the case as she has been with the company for 15+ years but is in a different dept after coming back from maternity leave.

Get a good read. Some people are vindictive and take it way too personal on these requests. Years of service didn't matter in that case I mentioned.

[killramos]

[2Legit2Quit]

If they come back with a hard no see if they'll bargain by a 3 days in the office and 2 at home or 2/3.

But really office life is dumb, vindictive people who are angry they can't partake will bitch and moan. All for me but none for thee. How I don't miss working in an office.

[Shlade]

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qft

[FraserB]

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If they come back with a hard no see if they'll bargain by a 3 days in the office and 2 at home or 2/3.

But really office life is dumb, vindictive people who are angry they can't partake will bitch and moan. All for me but none for thee. How I don't miss working in an office.

That’s what I’d like, 3 in 2 out for week 1 and then 3 out 2 in for week 2 and then just repeat