I have a meeting this afternoon with my supervisor to discuss a work from home request I made on Monday(via formal email). We have it in our handbook that this will be considered for employees who prefer it and I'm basically asking because my husband has spent the last two out of three weeks ill because of germs I've brought into the house(he works from home as well). Two weeks ago, my coworker came into work sick after visiting her anti vaxx family, and subsequently gave it to three of us, and I was out for a week. Now, this Friday is my husband's birthday, we've had tickets for a show since October and he's doing his best to rally so we can still go. I'm just trying really hard not to be incredibly angry at my coworker because she's unintentionally ruined plans we've had for six months. So I'm fed up and asking to be remote.
The issue is, I am already expecting to be told No since I have very little expectations of my employer anyway, and they love to play favorites. I've also made this request before and was denied due to “lack of resources”, but now it's officially in our handbook AND, I have coworkers that haven't been in the office since March of 2020.
So my whole point of posting is, my supervisor asked for an in person meeting and I won't have any documentation of why they deny my request, if they do. I was thinking I just need to send a follow up email afterward and say “Just want to make sure I understood everything correctly”, or something of the sort. What would you all do to make sure why a reasonable request is denied gets documented? This is likely a simple answer, but I'm curious and know you all have great solutions and ideas to things that I wouldn't think of, especially since I've never had to make it a point to document things like this before.
Happy hump day!