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Working Moms
SparkySharky
member
Need to slip my bosses the silver tongue
SparkySharky
member
in Working Moms
I'm having some trouble convincing work to let me work from home. My company has two issues: they assume that SAHPs are less productive and they're worried about setting a precedent for other employees who will have children. I've found some statistics that suggest SAHPs are more productive (even in light of there admittedly being more distractions). As for the precedent: it's been set. I have half a dozen names of other employees who are telecommuting for various family reasons (incl. daycare issues), although I don't know the details. I think I also have an argument how there should be a general policy change to accommodate the circumstances generated by the unique qualifications required by my particular position. My other reasons? Let me start a list. 
1. As for the specific requirements of my job - I do it all on my computer. Other than needing access to the office network, there is nothing I can't do from any computer anywhere at any time.
2. We have global contacts, so I'm not confined to needing to be available during regular office hours.
3. There's a general trend in large companies towards telecommuting, but could use some more stats.
4. They have indicated a willingness to be flexible with my hours, but there's no one here during the times that I would come in. I also assume the security risk involved with walking from the garage to the building at strange hours, and being in an empty building during strange hours - is unattractive to them.
5. It's a temporary problem (until my kids are school-age). Also, b/c my financial situation is very common among those who have obtained the qualifications for this position - I think they would be happier accommodating a qualified person to continue in the position and accumulate several years experience, rather than to lose their employees to higher paying positions and deal with more employee turnover.
6. When I was first offered the job, that was their pitch. It's lower pay, but greater flexibility, numerous benefits, and a focus on quality of life.
Anyone have any suggestions? I could use some more stats, generally, if anyone knows of any. Does anyone has any additional arguments to suggest? Does anyone has anecdotal stories of how s/he was able to convince his/her boss to work from home? Any feedback on which arguments you think are more compelling?
Also, what's your opinion on providing specifics of my financial situation? B/c that's the bottomline for me. It's not a matter of convenience, but impossibility. It is impossible for me to work at a job that pays me what I'm getting paid here that will also require me to find fulltime day care. Between student loan payments and daycare, 5/6 of my paycheck is gone (and, unfortunately no, I'm not getting paid anywhere near even $6000 a month).
I know conflicts b/t daycare and fulltime work are very common, so while I'd like to exhaust trying to convince my employer to let me telecommute, suggestions of other ways you've tackled this problem (i.e., daycare options and alternatives, financial advice, etc.) are also welcome.
If you made it to the end of this long, dry post - thank you. Here's a joke: A string walks into a bar. Bartender looks at him and says, "We don't serve strings in this bar. Get out." The string leaves, fuming, and then is struck with divine inspiration. He bends over, messes up his hair as much as he can, and ties himself into a knot. As he walks into the bar, the bartender looks at him and says, "Hey, a$$hole, I already told you we don't serve strings in here. Now, you're a string, aren't you? So get out!" The knot replies, "No, sir, I'm afraid not." (It's a pun...)
This discussion has been closed.
Re: Need to slip my bosses the silver tongue
I have 2 comments to your post.
1. If your employer says it is not an option for you then it is not an option for you. Other people's situations have no baring on your own. You should not be trying to convince them. It is their decision not yours. Your financial situation, child care situation, or any other personal situation, is not their problem it is yours.
2. If you were to work from home, you will still need child care so not sure how this will change your financial situation.
Yep, pretty much what Daisy said. I WAH but not everyone in my group does and there are some employees that function better in the office and are perfectly fine but would not do well at home.
You'll save on gas by not commuting to the office but your electricity bill will go up so that kind of cancels it out for me. From at least June through September I'm running the air all day and that sends my bill soaring. Also, it's required that all WAH staff have child care arrangements so savings on that really should not be part of your calculation at all.
Also forgot to address providing financials - that is not your employer's issue and should not be mentioned at all. You know what you are making, you decided to have a baby, whether or not you can afford appropriate childcare while working in your current position is not their concern.
This exactly.
I agree with all of what the PP's have said.
The only argument I really think holds water is the fact that there are 6 other people in your company who WFH. Is there any written policy about working from home in your company? Is it up to the discretion of your supervisor? This is the only thing I'd want an explantion for.
The bosses haven't said it's not an option, so I'm still working within a window to convince them that this is a solid option and their fears are unsubstantiated. Sorry for not making that more clear.
I have a schedule worked out that takes advantage of my husband's and in-laws' availability, as well as parttime day care. So no issues with regard to daycare while working at home. In fact, I can guarantee them that I'll be working more than 40 hours per week if I'm at home, as a result of working weekends and evenings, in addition to hours during the day. It's flexibility in 2-5 hour increments that I need to make it work. As soon as I have to be in the office for 8-10 hours at a time, expenses and issues skyrocket.
Working from home is more suitable for some than others. I've worked from home on several occasions and have a track record of being very productive.
I am replaceable, but my bosses like me, I'm already trained, and they know what to expect from me. I (and everyone else) definitely do not have the upper hand in this economy, but they aren't going to clip me just for asking.
jlaOK - I agree that that the precedent set by other employees is relevant for two reasons: 1. There's no reason to treat me any differently. 2. The "precedent" is the reason they're citing for not doing it. I've gotten mixed feedback about whether it's within my supervisor's discretion or two bosses above him. I don't believe it's company policy. It's a huge Fortune 500 company that has acquired numerous businesses nationally and globally, and we have 100s of people telecommuting.
Thanks for the feedback. It's a no-go on the personal financials then!
I think you're saying that one of the reasons you want to WAH is so that you don't have to pay for childcare - i.e., your kids will be home with you while you work. If that's what your situation is, I can't see how any employer would be comfortable at all with that set up. I work for a very large corporation, who does happen to support telecommuting, but when working at home, we are expected to have separate childcare - and even within my company, some business units do not or cannot accomodate a w WAH situation based on their business so those employees are out of luck even if employees in other units have the WAH option. And, on a personal note, there is no way I could be productive for my job 8 hours a day if I had under school age children at home with me while I was trying to work. No way. (But maybe that's just me).
I agree witth the others, you will still need child care if you want to be productive working from home. I would like to work from home a couple days a week, it would save me the commute, but my LO would still go to daycare.
As for the student loads, look into income based repayment. I pay maye 1/5 on IBR than I would with the standard repayment plan.
I don't know how you are going to substantially change your financial picture by telecommuting. Aside from saving on gas and parking that is.
Your children will still need to attend daycare. And your personal financial situation is not really the concern of your employer (insert exceptions here) so whether you have student loans or gambling debts or a shopping habit simply aren't relevant.
Your list irritates me. As an employer, I'd resist partly on that basis.
ETA: after reading the responses (including your own) I'd like to add that you are not immune to losing your job at a Fortune 500 company even if it is expanding. Layoffs in big companies tend to also be big when they happen.
Cobbling together daycare that is neither secure nor stable will cause you far more trouble than getting good, steady care in place.
To revisit the childcare since you added a little more detial, I would tend to agree with Rides that 'cobbling together childcare' will probably be the source of some major headaches.
As far as whether or not you believe it's company policy or are unsure, doesn't HR have a handbook or written guidelines? I work for a Fortune 50 company and we have an intranet portal that explains the policies that pertain to WAH staff. I'll spare you the details but the main point is that it is at our immediate supervisor's discretion when and if the arrangement is approved and under what circumstances you can be made to come back into the office (not having appropriate childcare would be one such reason). If the manager approves, it goes up to our Director then our Regional VP. You very well may be a valuable employee but your manager does not have to explain their rationale for denying a request. Since you are working for such a large corporation I would be very surprised if they did not have a company policy, especially if they have so many employees who work remotely. It wouldn't hurt to ask HR to direct you to the information or policy so you know for sure.
But it sounds like you have already been denied so that is really not a battle I would keep fighting. Your manager doesn't think it would work for whatever reason and I don't know how you will convince them otherwise. Since there are other groups at your company that allow it why not look internally for a remote position if it is that much of an issue?