A former supervisor of our small office team has been out on extended medical leave since prepandemic but is being slowly remotely transitioned to returning to our team … but as a coworker/peer.
It is part time to start and they’ll be evaluated throughout this ADA process. They’ll also have an in office health aide. We on the team all have genuine empathy for what they’ve been through. However, this once powerful person was (rightfully) accused by most of the team of sexual harassment and was subject to internal investigation and in general is a mean, workaholic, difficult, moody, intimidating, chaotic person with strong big boss connections.
The specter of their potential in- person return has sent the team into a tailspin. We are a peaceful bunch and have not missed them for 3 years and our fairly new temp supervisor seems fair and on our side.
No one wants to sabotage anyone or be unwelcoming. We all hoped they’d medically retire as they are approaching 25-30 years of service.
How should we approach this former boss turned peer but who may someday be reinstated as our boss again someday if they prove they’re able to do the work? (Everyone else on the team has been seeking work elsewhere with little luck so coping mechanism suggestions are welcome.)