Woman Is About To Be Fired For Refusing To Come To The Office Because She Was Hired For A 100% Remote Job, Asks The Internet For Advice
It’s no secret that many workers prefer remote positions. The freedom and flexibility that come from working at home can be incredibly valuable. You can sleep in later, save money and time by avoiding commutes, spend all day with your pets and get chores done around the house during your lunch break, like cleaning or doing laundry. It feels like there are simply more hours in the day when you work from home. And while it’s understandable that companies sometimes want their employees to come into the office, at least once a week, each new hire should be fully aware of that before they ever sign a contract.
Below, you’ll find the story of one employee who recently had the rug ripped out from under her by her boss. In her frustration, she detailed her situation on the Antiwork subreddit, seeking advice and support. Let us know what you think about her employer’s actions in the comments, and feel free to share any of your own stories if you have ever dealt with a boss like this before. Then, if you’re interested in checking out a couple more Bored Panda articles highlighting how valuable working remotely is to employees, look no further than right here and here.
After being promised a fully remote position, this employee is now losing her job for being unable to commute to the office
Image credits: cottonbro (not the actual photo)
She also pointed out the hypocrisy in her boss’ demand, as his niece works from another state
Image credits: Yan Krukov (not the actual photo)
Credits: pugpaws17
After so many companies learned during the pandemic that they could remain just as productive, and perhaps even save money, by having their employees stay home, one would think that we would not need to have this conversation any more. Yet for some reason, many employers don’t seem to understand that allowing workers to stay at home can be extremely beneficial, and forcing them to come into the office can make them irritable, less productive, and in some cases, they might even quit or have to be fired.
I can’t imagine what the author of this post is going through, as she mentioned that she is currently still dealing with legal issues from her last job and has been diagnosed with PTSD from that experience. I would guess that she probably has a case if she wanted to pursue legal action against her current job if they end up firing her, as they don’t seem to have a valid reason to do so. But legal battles are expensive and exhausting, and nobody would want to have to go through that with two companies in a row, or two at the same time.
Unfortunately, in the United States, employers can make adjustments to a worker’s employment contract without their consent, according to the Society for Human Resource Management, but that does not make it right. Plus, if the boss in this situation is able to make an exception for his niece that lives out of state, it seems reasonable that he could bend the rules for this employee as well.
Commuting 2 hours one way is ridiculous to ask of an employee, when they never expected to come into the office in the first place. And if she had been able to complete her work just fine before this rule was implemented, there is no need to fix something that was not broken. Perhaps the company could establish a maximum distance that they would require workers to commute, and only those living within 30 miles of the office, for example, would be required to come into the office. I’m sure that would account for almost everyone who works there, while allowing those who live an unreasonable distance away to stay at home.
It just does not make sense to force employees to commute when that means sacrificing valuable workers and having to repeat the hiring process and train a new employee all over again. I hope that this employer will come to his senses and decide not to lose a valuable member of his team, but only time will tell. We would love to hear your thoughts on this situation in the comments, and if you’ve ever experienced something similar at work, feel free to share your personal stories and advice as well.
Readers poured out their support in the replies, with many offering advice on how to proceed
The employee later updated her post, sharing that she even reached out to her boss’ niece
Bored Panda has reached out to Pugpaws17 for a comment and will update the story as soon as we hear back.
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My daughter was just told if she request one more scheduled day off she would be fired. I try and tell her to talk to the labor board because her employer does a lot of fishy things. Including that the men and women are not allowed to take lunches together. Even if they have a day off during the week and it was preapproved by direct supervisor it counts against them. Her boss was very angry at her for having a conversation in front of the building after work with a male worker that could be seen from the lunch room and it looked bad in front of the owner and her husband. This place makes up rules as they go along, if it was me I would of been at the dept of labor when the constant illegal rules started.
What kind of weirdo place does she work at. Help her look for another job.
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Listen, I cannot comment on where I work, but just know that I write contracts for a living. Contracts are all essentially the same, regardless of type... You signed a contract when you accepted the position. Your offer letter was essentially your award letter of said contract. If it specifically states it is 100% remote work then ensure your abhorrent boss knows that's what it says and that you'll be continuing to work remote as it states on your employment contract. If they fire you for not coming in once a week, they have a breach of contract and, after you take them to court for wrongful termination, you may not have to work anymore. Lol. Hope it all works out for you.
I honestly sincerely hope there isn't too much ambiguity (depending on state if it's the US)
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In Canada, this would be constructive dismissal and they could file a complaint with the Labour board. In the US, it’s too bad, so sad as most states are at will.
It should be constructive firing in the US as well, but having been through that, you need an attorney to make your case because US employers unflinchingly will lie to get out of paying anything.
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Some of that advice is damaging and dangerous. Some of it is flat wrong, too. Always get everything in writing, and double check. Always check with a lawyer. 1 hour doesn't have to be cost prohibitive to check laws. The info about the United States labor laws, and the statements about most jobs having no contract, is absolutely untrue. If someone thinks it's true, they are in a situation where they are being deceived, and aren't advocating for themselves, legally. Jobs have contracts. I don't know why I keep seeing this lie everywhere, about the US. Get it in writing.
Thank you, I thought I was the only one catching all of this. Every single (legal) job is based on a contract in the United States; whether written or verbal. If you signed your name to ANYTHING, you have a written contract. And the employer can not go AGAINST what is signed for. If all you have is a verbal contract (aka handshake deal) you will be in a harder position to enforce anything that was promised or agreed to, because the burden of proof lies on you. YOU have to prove they made the offer or agreement. That is why it is advised to get EVERYTHING in writing at all times. One other note:. By law, any and every single thing that you sign, you have the right to an IMMEDIATE AND EXACT COPY. ANYTHING. This is so that you CAN prove if anything has been changed.
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Devil's advocate here...wondering if, by chance, when you joined the company and signed all the paperwork that maybe you read, maybe you didn't, and that paperwork happened to have a clause in it that said something to the effect of "blah blah company policy xyz is subject to change at any time based on xyz....blah blah blah, etc etc etc," ??
I would like to see the paper work and full conversations if she's a contractor then it probably doesn't apply to her. This person is coming off as petty for not reading her own paper work
Everyone I know who has been forced back to work for one day a week says it's like the last half of the day before holiday/ first half after. It's a lot of talk and no action.
I would need to see the paper work honestly. This is everything from one person's perspective. But what did the paperwork say before she signed it? Because a job could tell you they're going to pay you $40 million for 3 weeks worth of work but if the paperwork says $10 for 3 weeks worth of work and you signed it and agree to it that's on you. And I've come across too many people that do not read paperwork and then when the consequences from saying paperwork hit they are acting surprised. Also without proof I wouldn't even bring the subject of his niece into discussion. There's no proof that she cannot show up once a week, and I know people that live in other states and come into the office once a week. So without knowing her pay without knowing her situation without knowing what she signed, that's a non factor.
In reading the situation, it sounds like she has a harrassment case against her previous employer, as well. In my opinion, file with the EEOC and relevant agencies about that. It may not go anywhere financially, but someone has got to start holding those people accountable. No complaints=nothing will EVER be done about it.
My workplace is taking the opposite approach. They have seen the reduction in travel costs, and even cost of turning on lights and running computers. They actually have a list of expected in person and remote hours based on positions. There are some HR and payroll positions which are 99% remote. This is also a way they can reduce their carbon footprint, reduce overhead costs, and even reduce liability insurance as having fewer people in their buildings on a regular basis is better. The fact that businesses don't see these benefits, on top of having happier employees, is ridiculous.
Employer isn't suppose to discuss other employee business with her even if it is their niece. Also just like employees needs change and want the employer to compensate so does the employers needs change too! Not an unreasonable request from the employer and if she can't then I suggest searching for a new job because she will need one with unemployment not enough to cover life.
I personally think this type of problem is going to become common. Many people found 100% remote jobs during the pandemic but I suspect most companies don't like it and will enforce returning to the office to some degree. The only thing I can say is, you'd better have it in writing! And not just a casual email.
A casual email can even count as a "writing" depending on what is said in it
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I had the same thing happen last year and now I have the BEST I've ever had in years (including in-office jobs). I am beyond happy with my job situation! I let them fire me and it only took two months before I found another job. 1 month kinda wallowing and getting over a crummy job and 1 month of hitting the remote hire. Hit up the remote hire staffers/headhunters on LinkedIn, do the free membership thing on Upwork, it's out there! SO many options. Plan B is you just keep looking and take a PT job nearby (most states will supplement you unemployment too while you work PT to offset the fact that you worked FT). Please don't be upset at all. This is the Universe giving you an opportunity.
This just happened to me and today's my second week coming into office. 60% of the workforce resigned because of the switch. I stayed but only after asking for a raise which I thankfully got. I insisted that it wasn't just fuel expense I should be paid for but the extra hours I put commuting. I advise you try to make it to office with a raise that at least covers transport and then look for a new WFH position elsewhere. It's not easy but it's better than being unemployed.
The are other jobs, out there. I don't see why anyone is advising to stay with a company that doesn't respect her time, or their agreements.
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What to do?? There isn't anything to do. If they hired you for a job and they want to change the conditions, they can. You aren't owed that job for your entire work life. I'm not being mean to the woman who is in this position, I'm simply saying why hang onto something that you don't control? They can fire you and you most likely receive unemployment benefits but they can still fire you. If you are hanging onto "I was hired to work remotely," the employer can simply say they are ending that position.
I can't even say how much s**t I have pit up with just because I REALLY needed a job. I only draw hard lines with coworkers / bosses that lie, bully or sexualy harass. Then I'm out.
Sometimes jobs and responsibilities change. This is especially common in small companies that may need to turn on a dime. I once worked at a marketing company with "no cold calls" being explicitly cleared up at the interview. Two months later, guess that they were asking me to do? I don't begrudge them for it, just the nature of new buisnesses. Your best bet is to explain your situation and demonstrate your work record so far. If that doesn't convince them to make an exception it is probably best to part ways.
You have a signed contract in place that states 100% remote working. They cannot change the terms of your contract without the agreement of both parties or it's a breach. Do not accept to work remotely and do not quit. They can't force you to do anything, but once you accept their terms it'll be harder to fight them. Your boss wants you to resign because he knows he needs legal grounds to fire you and would have to pay you compensation. You could also make a complaint to the HR or legal department (or if you have a staff committee for workplace misconduct). If they still fire you, you can threaten to sue them, that might make them think twice. Otherwise you should actually sue them because it would be unlawful and a breach of contract. They would also need to pay you compensation for firing you. I know a court case would be tiring, but if you let them win you won't feel any better and it could add to your PTSD. I'm very sorry to hear, it's really not fair
That boss sounds hella sketchy, honestly. If such a thing as onsite work is required at times, this should always be made known in the job posting, before the application process even begins. This is why you'll see some remote jobs come with distance limitations and the like, because such things are expected and required of employees. Springing this on people out of any reasonable range is highly disrespectful and even unethical, given that no compensation is offered.
This is disgraceful treatment. If you like your job though, I would calculate the cost of the travel, ask for my salary to be increased and/or request to work a shorter day on the office day to avoid getting home too late. That said, after doing three years remote, with two young children, we've been asked to come back 2 days a week and, I must admit, even as an introvert, I love it. The informal conversations, getting to know your colleagues better, the change of scenery etc is worth it for me.
Time to get a lawyer. If the niece doesn't have to come in, that's discrimination against you and any others that also have to come in. Free consultation. It's worth looking into.
How? She says the niece is a contractor. Without know the agreement with the company she's sub contacted through our there contractor agreement she has nothing but hearsay at best.
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are you serious? PTSD from losing a job??? job requirements change constantly, if you have been in the workforce for any given time then you know this. Quit being a cup cake and either quit, or do as your employer requests. When are people going to understand that the world does not stop and cater to them? Try growing up and acting like an adult instead of a spoiled little child.
Where does she mention she has PTSD from losing a job? If anything, she has PTSD from being sexually harassed at her previous job.
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I retired 3 years ago with inadequate funds so I took on a remote job to make my life work. After 30 months I was informed my job was being removed from remote status. They offered me the same job doing the same thing if I would come into the office. Financial analysis showed this change put the burden of driving 540 hours a year on me and after expenses only a positive net of $57 dollars a week. At 68 years of age my job was perfect to make ends meet, but the pressure to quit took a huge toll on my health. On September 14 of this year I suffered a massive heart attack that resulted in open chest surgery. The company is still twittling their thumbs as to what they can do with me ...
HR and the legal department are there to protect the company, not the employee. If I were in her shoes, I would immediately file for FMLA to immediately protect my position as she has documented PTSD that her doctor would sign off on. This protects the employee in a legal manner in will buy her time to figure out how to move forward.
Since most of the comments I've read focused on the employer being the unreasonable culprit, I'll take another approach. This individual is only required to come in once a week. How problematic can that be. Oh yeah, the two-hour commute one way and heaven forbid placing her dear pets in a doggy daycare or pet motel for a few hours.OMG the world is coming to an end if she is forced outside her bubble. People read the fine print, ask specific questions. If one nuance doesn't align with your perfect world, do not take the job. As far as the boss's niece is concerned, has nothing to do with you unless you end up in court. Just my two cents. PS..I personally would look forward to getting away from the pets and my apartment once a week just to get a change of scenery.
There is so much assumed privilege in assuming this wouldn't be extremely difficult due to expense
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Good for you. That doesn't work for everyone.
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You have no idea what type of pets they have. You're all assuming these animals are normally-functioning dogs, or cats. What if it has medical conditions, or is an atypical pet? Also, most people would agree that it's irresponsible to get a pet and leave it alone for 12+ hours a day. Pets aren't decor. Also, I say 12+ because jobs love to extend your time in an office, and traffic exists. 2 hours to and from work is a lot of travel time. The OP also says they weren't offered a raise, or any compensation, for travel. At the end of the day, though, they would be breaking her contact if she was hired full remote, and she gets to make her choice on what is acceptable travel time.
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Wow, someone got out of the wrong side of bed this morning.
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My daughter was just told if she request one more scheduled day off she would be fired. I try and tell her to talk to the labor board because her employer does a lot of fishy things. Including that the men and women are not allowed to take lunches together. Even if they have a day off during the week and it was preapproved by direct supervisor it counts against them. Her boss was very angry at her for having a conversation in front of the building after work with a male worker that could be seen from the lunch room and it looked bad in front of the owner and her husband. This place makes up rules as they go along, if it was me I would of been at the dept of labor when the constant illegal rules started.
What kind of weirdo place does she work at. Help her look for another job.
Load More Replies... Listen, I cannot comment on where I work, but just know that I write contracts for a living. Contracts are all essentially the same, regardless of type... You signed a contract when you accepted the position. Your offer letter was essentially your award letter of said contract. If it specifically states it is 100% remote work then ensure your abhorrent boss knows that's what it says and that you'll be continuing to work remote as it states on your employment contract. If they fire you for not coming in once a week, they have a breach of contract and, after you take them to court for wrongful termination, you may not have to work anymore. Lol. Hope it all works out for you.
I honestly sincerely hope there isn't too much ambiguity (depending on state if it's the US)
Load More Replies... In Canada, this would be constructive dismissal and they could file a complaint with the Labour board. In the US, it’s too bad, so sad as most states are at will.
It should be constructive firing in the US as well, but having been through that, you need an attorney to make your case because US employers unflinchingly will lie to get out of paying anything.
Load More Replies... Some of that advice is damaging and dangerous. Some of it is flat wrong, too. Always get everything in writing, and double check. Always check with a lawyer. 1 hour doesn't have to be cost prohibitive to check laws. The info about the United States labor laws, and the statements about most jobs having no contract, is absolutely untrue. If someone thinks it's true, they are in a situation where they are being deceived, and aren't advocating for themselves, legally. Jobs have contracts. I don't know why I keep seeing this lie everywhere, about the US. Get it in writing.
Thank you, I thought I was the only one catching all of this. Every single (legal) job is based on a contract in the United States; whether written or verbal. If you signed your name to ANYTHING, you have a written contract. And the employer can not go AGAINST what is signed for. If all you have is a verbal contract (aka handshake deal) you will be in a harder position to enforce anything that was promised or agreed to, because the burden of proof lies on you. YOU have to prove they made the offer or agreement. That is why it is advised to get EVERYTHING in writing at all times. One other note:. By law, any and every single thing that you sign, you have the right to an IMMEDIATE AND EXACT COPY. ANYTHING. This is so that you CAN prove if anything has been changed.
Load More Replies... Devil's advocate here...wondering if, by chance, when you joined the company and signed all the paperwork that maybe you read, maybe you didn't, and that paperwork happened to have a clause in it that said something to the effect of "blah blah company policy xyz is subject to change at any time based on xyz....blah blah blah, etc etc etc," ??
I would like to see the paper work and full conversations if she's a contractor then it probably doesn't apply to her. This person is coming off as petty for not reading her own paper work
Everyone I know who has been forced back to work for one day a week says it's like the last half of the day before holiday/ first half after. It's a lot of talk and no action.
I would need to see the paper work honestly. This is everything from one person's perspective. But what did the paperwork say before she signed it? Because a job could tell you they're going to pay you $40 million for 3 weeks worth of work but if the paperwork says $10 for 3 weeks worth of work and you signed it and agree to it that's on you. And I've come across too many people that do not read paperwork and then when the consequences from saying paperwork hit they are acting surprised. Also without proof I wouldn't even bring the subject of his niece into discussion. There's no proof that she cannot show up once a week, and I know people that live in other states and come into the office once a week. So without knowing her pay without knowing her situation without knowing what she signed, that's a non factor.
In reading the situation, it sounds like she has a harrassment case against her previous employer, as well. In my opinion, file with the EEOC and relevant agencies about that. It may not go anywhere financially, but someone has got to start holding those people accountable. No complaints=nothing will EVER be done about it.
My workplace is taking the opposite approach. They have seen the reduction in travel costs, and even cost of turning on lights and running computers. They actually have a list of expected in person and remote hours based on positions. There are some HR and payroll positions which are 99% remote. This is also a way they can reduce their carbon footprint, reduce overhead costs, and even reduce liability insurance as having fewer people in their buildings on a regular basis is better. The fact that businesses don't see these benefits, on top of having happier employees, is ridiculous.
Employer isn't suppose to discuss other employee business with her even if it is their niece. Also just like employees needs change and want the employer to compensate so does the employers needs change too! Not an unreasonable request from the employer and if she can't then I suggest searching for a new job because she will need one with unemployment not enough to cover life.
I personally think this type of problem is going to become common. Many people found 100% remote jobs during the pandemic but I suspect most companies don't like it and will enforce returning to the office to some degree. The only thing I can say is, you'd better have it in writing! And not just a casual email.
A casual email can even count as a "writing" depending on what is said in it
Load More Replies... I had the same thing happen last year and now I have the BEST I've ever had in years (including in-office jobs). I am beyond happy with my job situation! I let them fire me and it only took two months before I found another job. 1 month kinda wallowing and getting over a crummy job and 1 month of hitting the remote hire. Hit up the remote hire staffers/headhunters on LinkedIn, do the free membership thing on Upwork, it's out there! SO many options. Plan B is you just keep looking and take a PT job nearby (most states will supplement you unemployment too while you work PT to offset the fact that you worked FT). Please don't be upset at all. This is the Universe giving you an opportunity.
This just happened to me and today's my second week coming into office. 60% of the workforce resigned because of the switch. I stayed but only after asking for a raise which I thankfully got. I insisted that it wasn't just fuel expense I should be paid for but the extra hours I put commuting. I advise you try to make it to office with a raise that at least covers transport and then look for a new WFH position elsewhere. It's not easy but it's better than being unemployed.
The are other jobs, out there. I don't see why anyone is advising to stay with a company that doesn't respect her time, or their agreements.
Load More Replies... What to do?? There isn't anything to do. If they hired you for a job and they want to change the conditions, they can. You aren't owed that job for your entire work life. I'm not being mean to the woman who is in this position, I'm simply saying why hang onto something that you don't control? They can fire you and you most likely receive unemployment benefits but they can still fire you. If you are hanging onto "I was hired to work remotely," the employer can simply say they are ending that position.
I can't even say how much s**t I have pit up with just because I REALLY needed a job. I only draw hard lines with coworkers / bosses that lie, bully or sexualy harass. Then I'm out.
Sometimes jobs and responsibilities change. This is especially common in small companies that may need to turn on a dime. I once worked at a marketing company with "no cold calls" being explicitly cleared up at the interview. Two months later, guess that they were asking me to do? I don't begrudge them for it, just the nature of new buisnesses. Your best bet is to explain your situation and demonstrate your work record so far. If that doesn't convince them to make an exception it is probably best to part ways.
You have a signed contract in place that states 100% remote working. They cannot change the terms of your contract without the agreement of both parties or it's a breach. Do not accept to work remotely and do not quit. They can't force you to do anything, but once you accept their terms it'll be harder to fight them. Your boss wants you to resign because he knows he needs legal grounds to fire you and would have to pay you compensation. You could also make a complaint to the HR or legal department (or if you have a staff committee for workplace misconduct). If they still fire you, you can threaten to sue them, that might make them think twice. Otherwise you should actually sue them because it would be unlawful and a breach of contract. They would also need to pay you compensation for firing you. I know a court case would be tiring, but if you let them win you won't feel any better and it could add to your PTSD. I'm very sorry to hear, it's really not fair
That boss sounds hella sketchy, honestly. If such a thing as onsite work is required at times, this should always be made known in the job posting, before the application process even begins. This is why you'll see some remote jobs come with distance limitations and the like, because such things are expected and required of employees. Springing this on people out of any reasonable range is highly disrespectful and even unethical, given that no compensation is offered.
This is disgraceful treatment. If you like your job though, I would calculate the cost of the travel, ask for my salary to be increased and/or request to work a shorter day on the office day to avoid getting home too late. That said, after doing three years remote, with two young children, we've been asked to come back 2 days a week and, I must admit, even as an introvert, I love it. The informal conversations, getting to know your colleagues better, the change of scenery etc is worth it for me.
Time to get a lawyer. If the niece doesn't have to come in, that's discrimination against you and any others that also have to come in. Free consultation. It's worth looking into.
How? She says the niece is a contractor. Without know the agreement with the company she's sub contacted through our there contractor agreement she has nothing but hearsay at best.
Load More Replies... are you serious? PTSD from losing a job??? job requirements change constantly, if you have been in the workforce for any given time then you know this. Quit being a cup cake and either quit, or do as your employer requests. When are people going to understand that the world does not stop and cater to them? Try growing up and acting like an adult instead of a spoiled little child.
Where does she mention she has PTSD from losing a job? If anything, she has PTSD from being sexually harassed at her previous job.
Load More Replies... I retired 3 years ago with inadequate funds so I took on a remote job to make my life work. After 30 months I was informed my job was being removed from remote status. They offered me the same job doing the same thing if I would come into the office. Financial analysis showed this change put the burden of driving 540 hours a year on me and after expenses only a positive net of $57 dollars a week. At 68 years of age my job was perfect to make ends meet, but the pressure to quit took a huge toll on my health. On September 14 of this year I suffered a massive heart attack that resulted in open chest surgery. The company is still twittling their thumbs as to what they can do with me ...
HR and the legal department are there to protect the company, not the employee. If I were in her shoes, I would immediately file for FMLA to immediately protect my position as she has documented PTSD that her doctor would sign off on. This protects the employee in a legal manner in will buy her time to figure out how to move forward.
Since most of the comments I've read focused on the employer being the unreasonable culprit, I'll take another approach. This individual is only required to come in once a week. How problematic can that be. Oh yeah, the two-hour commute one way and heaven forbid placing her dear pets in a doggy daycare or pet motel for a few hours.OMG the world is coming to an end if she is forced outside her bubble. People read the fine print, ask specific questions. If one nuance doesn't align with your perfect world, do not take the job. As far as the boss's niece is concerned, has nothing to do with you unless you end up in court. Just my two cents. PS..I personally would look forward to getting away from the pets and my apartment once a week just to get a change of scenery.
There is so much assumed privilege in assuming this wouldn't be extremely difficult due to expense
Load More Replies... Good for you. That doesn't work for everyone.
Load More Replies... You have no idea what type of pets they have. You're all assuming these animals are normally-functioning dogs, or cats. What if it has medical conditions, or is an atypical pet? Also, most people would agree that it's irresponsible to get a pet and leave it alone for 12+ hours a day. Pets aren't decor. Also, I say 12+ because jobs love to extend your time in an office, and traffic exists. 2 hours to and from work is a lot of travel time. The OP also says they weren't offered a raise, or any compensation, for travel. At the end of the day, though, they would be breaking her contact if she was hired full remote, and she gets to make her choice on what is acceptable travel time.
Load More Replies... Wow, someone got out of the wrong side of bed this morning.
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