Hello all, I work at a Large Internet Company. They require in-office work for a job that could easily be done from remote. we used to be able to WFH, but was rescinded at the beginning of last month. This has resulted in multiple COVID infections in office. other employees are refusing to stay home when sick because of its politicization. i.e. “I take Ivermectin, i'm not contagious, it's not a big deal my son had it last week and he played video games all weekend” and / or very little PTO being offered. This exposure led to me leaving during a shift to quarantine (i'm vaxed but having any cold or allergy symptom could be mistaken for COVID and vice versa), eventually catching COVID and being out for about two weeks, unpaid. When I left, I told management that I wasn't sure if my leaving, unpaid and unapproved, counted towards putting my notice in or being fired. They didn't know either but they said they'd get ahold of HR and let me know. That was 8/3.
I'm told by management that other COVID positive employees have continued to “shamble in” and attempt to keep working while I've been isolating, but employees have been told to stay gone to recuperate if sick. it hasn't stuck and the Ivermectin crowd keeps arriving.
Because our one HR rep was on vacation up until this last Wednesday, nothing moved with my severance ask, having any defined COVID protocols to fall back on (what do we do when a knowingly sick employee keeps showing up, what do we do to the office, etc), or what to do when people have to stay out without paid time off. I finally got our COVID protocols from them Wednesday:
” If a member of the extended workforce tests positive for COVID-19, they will be required to quarantine for 5 days (or longer if required by local regulations) from the date of first symptoms or positive test, regardless of their vaccination status. Individuals will be permitted on site if all of the following apply:-The individual tests negative on or after day 5, and
-The individual has been fever-free (without taking fever reducing medications) for the previous 24 hours, and
-(If applicable) all other symptoms have improved.
Negative test results must be from a PCR or NAAT (molecular) test or, if taking an antigen test, the individual must take 2 antigen tests 24 hours apart and both tests must be negative.”
I've hit all the prerequisites but I'm now pensive about coming back at all. I don't feel represented. I wrote a potential resignation letter and I hope I can get some better eyes on it before clicking “Send” –
the big question here being: Am I The Asshole? With the CDC having laxed exposure rules and with so many other people performing roles that can't be done remote, and still show up, I feel kind of off sending this and being so steadfast in it, especially without having another job lined up:
“Hi MANAGER,
I got my second negative COVID test this afternoon. I don't have a fever and I believe I should be ready to work again soon.
However, I'm very pensive about returning to the customer's office with the news that other people with pending (or known positive) COVID tests continue to arrive. I'm fairly certain this is how I caught it in the first place. I'm between a rock and a hard place here – the team isn't allowed WFH but it's obvious other people on the team have no regard for the safety and wellbeing of those they work with. I've taken approx. two weeks of unpaid leave in order to facilitate a safe and responsible work situation for others on my team and I expect similar respect for them echoed from management.
I'd like to follow up with HR on the following prior to a potential return to work:
- Why did it take a week to get official policy from multiple levels of management regarding our / our customer's COVID outbreak protocols? Has management and other employees been trained specifically on what to do during an outbreak during my absence?
- The onus on COVID prevention seems to be completely on the individual employee. It's obvious this didn't work. This virus has been the subject of multiple, loud (read: distracting) on-floor political discussions that I believe contributed to the false confidence people have had by returning to office with active cases of COVID. We now have at least 3 people being infected with the virus, this month alone. Previous to this, conversations with multiple levels of management on potential mitigation strategies with Hybrid WFH, staggered schedules, or increased sick time have resulted in concerns being immediately dismissed (OTHER MANAGER even called them “annoying” and “OTHER OFFICE has it worse, stop complaining.”) I would like to see a more involved management / HR front against what employees should be doing to prevent any spread, and employ swift and decisive consequences for employees that continue to arrive to the office knowingly ill and / or COVID pending / positive.
- Will this situation create an official revisit of the WFH policy? Friction between other employees is bound to happen, let alone how much ego seems to be the answer for some people here. I worry about running headlong into another exposure from an employee that isn't following the rules.
If i'm not able to perform my work from a safe place, with consistent management oversight or a unified front against COVID, then I don't see a reason to return.
Thanks,
ME”
Thanks everybody for at least listening to me vent.