Termination would be a reasonable last step, not the first.
Q: I believe some of my employees are falsifying their in-person attendance logs. I’ve also noticed others indicate that they are in-office, but I don’t always see them around. We have a return-to-office mandate in place. It was sent by email to all staff so everyone should have received it. Is it reasonable to terminate them for cause?
A: Termination would be a reasonable last step, not the first.
Boss approved a 10-day vacation and spoke with him throughout the trip, then came a termination letter on his first day back at work; commenters say it was planned for weeks
‘If you leave, we’ll fire your coworker’: Employee’s claim exposes toxic workplace culture
'I don't know if they're really working': Manager dislikes WFH despite employees meeting all targets. HR's blunt response goes viral
Manager decides to terminate employee for taking ice cream break. But HR’s simple question changes office rule permanently
The strict eligibility test for working from home revealed in new laws
Employee finished all assigned work, took a 20-minute restroom break; only to learn supervisor had been tracking their whereabouts in a lurching way
