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Our company enables online education (irony) and has about 100+ employees. After alleged abuse of the work from home (WFH) "policy" (since there was no real policy aside from your manager being ok with it) in one department, the policy was canceled for everyone in the company.

However, at least two of the senior managers (direct reports to the CEO) work completely from home, and manage large teams, have been exempted from this policy. Both are the same gender as the CEO and are very buddy-buddy with the CEO (one is personal friend hired recently, one is a long time employee working in another state). IT, Marketing, HR, etc. had people who would work one day a week from home - however that's come to an abrupt halt and all requests for an exemption have been denied.

In speaking with HR, I found out they disapproved of their split on WFH, but were powerless to stop them. I also discovered they seemed to anticipate legal issues and said the managers "had remote working as a stipulation of their contract" - thus were allowed to continue (very suspicious: not sure if that was originally in their contracts or amended to be in it recently).

I hesitate to say it's as far as discrimination (especially because I probably wouldn't fall under any protected category), but it certainly feels like unfair workplace treatment. I've already started looking, but I equally want to challenge this disparity in our benefits before my departure. At the very least, I'd like to write an open letter to the CEO after leaving, sharing my thoughts on these practices.

What's the best way to challenge this policy moving forward?

closed as off-topic by Dan Pichelman, Retired Codger, Dukeling, IDrinkandIKnowThings, DarkCygnus Oct 5 '17 at 22:22

This question appears to be off-topic. The users who voted to close gave these specific reasons:

  • "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Dukeling, IDrinkandIKnowThings, DarkCygnus
  • "Questions require a goal that we can address. Rather than explaining the difficulties of your situation, explain what you want to do to make it better. For more information, see this meta post." – Dan Pichelman, Retired Codger
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  • Are you a senior manager too? – thursdaysgeek Oct 5 '17 at 20:52
  • What's your question? – Michael Oct 5 '17 at 20:54
  • Voting to close as this is not on topic for the workplace – Retired Codger Oct 5 '17 at 20:54
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    Why on earth do you think a letter to the CEO after you leave would make the slightest difference? That is just having a snit and it reflects poorly on you in the marketplace for the same reason you don't bash your current employer in a job interview. If you are going to leave, why do you care? For the record, I have never worked for any company where senior managers didn't get better benefits than regular employees, so this isn't unusual. The person working from a different physical location most likely did specify that he or she would be 100% when accepting the offer, – HLGEM Oct 5 '17 at 21:05
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    Executives treat each other and their buddies differently than the wage slaves under them? Shocking. – PoloHoleSet Oct 5 '17 at 21:52
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Working from home is not a "benefit" per se. It's merely a location where you're allowed to work.

As such, unless they were saying "all asians" or "all women" can't work from home or something similar, you really have nothing to cry discrimination about. It's a choice they made to benefit their most key and trusted employees, which apparently are only themselves.

There's really nothing you can do aside from dealing with it or moving on.

You can address things with the CEO after leaving, but the reality is that he won't care. You're a peon, he's the boss. In his eyes, you're just a disgruntled employee.

Leaving a company is like a divorce. When you leave, it's best to be done with it. Appreciate it for the good times you had but know that it's time to go. And that's ok. There's really no need to "lob a bomb" when you leave. Just be happy for what there was to be happy about and move on completely. Otherwise you're still emotionally hanging around.

  • yep, company policy can dictate and they can make it whatever they want so long as it doesn't include race/religion/gender/age/etc... I have seen it on tenure of service as well as "they already are, but no new people" etc... Sorry it sucks, but recommend you find somewhere else if you want to keep being remote. – mutt Oct 5 '17 at 22:37

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