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pmduk

ohreally wrote: »

Bring it on.

The ability he had to work from home was before he purchased cheaper home insurance as a better fit was no longer required due to the employers refusal to implement the home working request.

But, can he prove that

cjohnson355

Right! So why does a company have a right to make you do something that was not in you contract when you took on the role? They have made it perfectly clear they do not want me working from home but suddenly today it's justified. I'm not being awkward for the sake of being awkward (typical managerial bullying tactics) I just don't get why one day it's ok and another it's not.

John-K_3

So you prefer to work from home, but when asked to die to severe weather, you refused?

Have you worked at the company more than two years? Would you say that your boss views you as irreplaceable?

p00hsticks

cjohnson355 wrote: »

Right! So why does a company have a right to make you do something that was not in you contract when you took on the role? They have made it perfectly clear they do not want me working from home but suddenly today it's justified. I'm not being awkward for the sake of being awkward (typical managerial bullying tactics) I just don't get why one day it's ok and another it's not.

Can you honestly not see the difference between being asked to work from home for one rare afternoon in the extreme weather circumstances currently being experienced and permanently working from home ?

John-K_3

ohreally wrote: »

Bring it on.

The ability he had to work from home was before he purchased cheaper home insurance as a better fit was no longer required due to the employers refusal to implement the home working request.

How do you know this? Are you the OP, or are you making it up?

I sometimes feel guilty at earning so well, and then I read things like the above and remember why...

ohreally

BorisThomson wrote: »

Equally, there is no need for a work station assessment for a couple of hours home working.

You explain that during a claim following a work activity went wrong.

John-K wrote: »

How do you know this? Are you the OP, or are you making it up?

I sometimes feel guilty at earning so well, and then I read things like the above and remember why...

!!!!!! are you on about?

mr_munchem

cjohnson355 wrote: »

Right! So why does a company have a right to make you do something that was not in you contract when you took on the role? They have made it perfectly clear they do not want me working from home but suddenly today it's justified. I'm not being awkward for the sake of being awkward (typical managerial bullying tactics) I just don't get why one day it's ok and another it's not.

There might be a very reasonable business case that means that:
(1) permanently it is impractical for you to work from home.
However,
(2) in the situation with the primary place of work unavailable, your employer is being flexible to allow you to continue being paid!

Detroit

Your employer probably sent you home to avoid any issues arising from staff being potentially placed in danger if forced to stay, then make journeys home in adverse weather.

It was clearly an exception to their policy in response to exceptional circumstances. A few hours wfh can hardly be compared with wfh as your permanent practice.

It's all very well being awkward with your employer to make a point, and for the short term feeling that you've got one over on them them; but this sort of petty point scoring never bodes well in the longer term.

If you're going to be the person who is difficult over daft principles, say goodbye to any goodwill and flexibility you may have otherwise enjoyed. If you're going to be the person who disobey a reasonable management instruction, you may need to say goodbye to your job.

Ja7188

The OP needs to go into work on Monday with his tail between his/ her legs, apologise being unnecessarily awkward and offer to take the hours he/ she didn't work as holiday - and hope that the employer doesn't instigate a disciplinary procedure.

TBagpuss

Since you refused to work I think that your employer will be able to treat is as unpaid leave, or as a disciplinary issue.