Most of our employees had traveled back to their hometown and had been working from home for the past 8 months. There had been several system issues and company computers damaged in the process. Hence, we wanted everyone to come back to Bangalore and start working so that all technical issues could be sorted out immediately. Not from the office but from wherever they used to stay while living in Bengaluru.
Few employees do not want to travel and can't give a proper date from when they can work from Bengaluru. There is the possibility they will quit when we open the office. Can we force employees to travel and work from their actual Place of Work? Can we terminate if someone refuses to report from Bangalore?
From India, Bangalore
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4Few employees do not want to travel and can't give a proper date from when they can work from Bengaluru. There is the possibility they will quit when we open the office. Can we force employees to travel and work from their actual Place of Work? Can we terminate if someone refuses to report from Bangalore?
From India, Bangalore
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Dear Shweta,
I am not an expert in computers and networking to understand exactly the technical problems you mentioned. The point here is that being compelled to come back to Bengaluru, your employees are again required to WFH only. Then what's the difference?
The option of WFH is resorted to only when mobility is highly restricted due to the pandemic as a preventive measure. If normalcy seems to be restored and mobility has become unrestricted and convenient, the employer can revise the working norms. If a higher rate of attrition is expected in the wake of WFH, that cannot be a sole reason to compel the employees to be back at the place of official residence despite the continuation of WFH. In fact, it will facilitate job hopping. On the other hand, it is better for the management to analyze the actual reasons for such a situation like your compensation package, welfare measures, the rigor of extracting work during the phase of WFH, etc.
Therefore, in my opinion, the management has to take a decision in totality of the situation rather than merely insisting on their physical presence at headquarters despite the continuance of WFH.
From India, Salem
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I am not an expert in computers and networking to understand exactly the technical problems you mentioned. The point here is that being compelled to come back to Bengaluru, your employees are again required to WFH only. Then what's the difference?
The option of WFH is resorted to only when mobility is highly restricted due to the pandemic as a preventive measure. If normalcy seems to be restored and mobility has become unrestricted and convenient, the employer can revise the working norms. If a higher rate of attrition is expected in the wake of WFH, that cannot be a sole reason to compel the employees to be back at the place of official residence despite the continuation of WFH. In fact, it will facilitate job hopping. On the other hand, it is better for the management to analyze the actual reasons for such a situation like your compensation package, welfare measures, the rigor of extracting work during the phase of WFH, etc.
Therefore, in my opinion, the management has to take a decision in totality of the situation rather than merely insisting on their physical presence at headquarters despite the continuance of WFH.
From India, Salem
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The employees are no different than the ordinary citizens of the country. So if there are no travel restrictions in reaching Bengaluru, then some of your employees cannot claim anything extra provided there is no travel restriction in the originating station or anywhere on the way.
As the economy is limping back to normalcy and governments are working hard to normalize the situation with due safeguards, your insistence to the employees to be back at Bengaluru is not improper or illegal. Provide sufficient notice and give travel time concession, which would vary from case to case.
How working from home at native places would increase employee turnover is not easily understood? Indeed, once back to Bengaluru, more opportunities would come knocking on their door! For technical reasons, their physical presence at arm's length is a sound reason to call them back.
From India, Mumbai
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As the economy is limping back to normalcy and governments are working hard to normalize the situation with due safeguards, your insistence to the employees to be back at Bengaluru is not improper or illegal. Provide sufficient notice and give travel time concession, which would vary from case to case.
How working from home at native places would increase employee turnover is not easily understood? Indeed, once back to Bengaluru, more opportunities would come knocking on their door! For technical reasons, their physical presence at arm's length is a sound reason to call them back.
From India, Mumbai
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@Umakanthan Sir, thank you for your valuable inputs. There are several major issues we are facing with WFH from hometown. One is frequent power cuts due to which we have associates unable to log in for a few hours in between because they don't have a backup at home. This affects work. Then, power fluctuations damage the systems, and they have to be repaired, leaving the associate unable to work until their computer is back functioning. Additionally, there are network issues and slow internet connections. The company is willing to reimburse for high-speed connections, but certain places don't have provisions for them.
Once in Bangalore, all the above problems can be resolved, and we will have our technical team on call to fix any issues immediately by visiting the associate's place.
I fear the attrition rates are beginning to climb as people have gotten used to working from home and don't want to travel or stay away from family, especially when they have to continue working from home in Bangalore as well.
Gradually opening the office is always on the cards. With everyone in the city, it makes the transition easier.
From India, Bangalore
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Once in Bangalore, all the above problems can be resolved, and we will have our technical team on call to fix any issues immediately by visiting the associate's place.
I fear the attrition rates are beginning to climb as people have gotten used to working from home and don't want to travel or stay away from family, especially when they have to continue working from home in Bangalore as well.
Gradually opening the office is always on the cards. With everyone in the city, it makes the transition easier.
From India, Bangalore
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@KK, exactly the reason why the management waited all these months. We didn't want the travel restrictions, quarantining - all these to hinder the transition. A month's notice was given for everyone to move back to Bangalore.
From what I have understood, it's easier to find work from home jobs now, and hence people don't want to move from their hometown?
From India, Bangalore
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From what I have understood, it's easier to find work from home jobs now, and hence people don't want to move from their hometown?
From India, Bangalore
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It is up to employers, in conjunction with employees, to make the call on returning to the office, and there is no point in forcing it if remote working hasn’t hurt productivity and profitability.
From India, Pune
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From India, Pune
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Restrictions imposed by the Union Government (Ministry of Home Affairs-MHA) are now slowly relaxing, thereby promoting business activities. Management/employers may review the situation and make necessary changes to the previously established rules and regulations after notifying employees.
MHA, through its order dated 25th of November, has issued guidelines for surveillance, containment, and caution, which will be in force until 31/12/2020. It has also released a list of Standard Operating Procedures (SOPs) for various activities. Based on this, the State Government may have issued necessary guidelines to be followed. Please refer to these guidelines applicable to the State of Karnataka and make the necessary arrangements.
From India, Aizawl
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MHA, through its order dated 25th of November, has issued guidelines for surveillance, containment, and caution, which will be in force until 31/12/2020. It has also released a list of Standard Operating Procedures (SOPs) for various activities. Based on this, the State Government may have issued necessary guidelines to be followed. Please refer to these guidelines applicable to the State of Karnataka and make the necessary arrangements.
From India, Aizawl
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Due to the current COVID-19 situation, many companies are working from home, and the company has provided all the equipment to the employees for the smooth functioning of work from home. In this situation, you can create a policy focusing on the major issues, such as:
1. Employees should inform their reporting manager or HR before moving to any other city along with the office laptop for work.
2. Employees should sign a document for any damage to office assets during work from home. (You can include these points in a separate annexure)
3. Employees must visit the office if called by the manager or any senior manager for official reasons.
Such a policy will be beneficial for you.
From India, Pune
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1. Employees should inform their reporting manager or HR before moving to any other city along with the office laptop for work.
2. Employees should sign a document for any damage to office assets during work from home. (You can include these points in a separate annexure)
3. Employees must visit the office if called by the manager or any senior manager for official reasons.
Such a policy will be beneficial for you.
From India, Pune
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