‘So I switched my LinkedIn back on’: Employee signs remote offer right before RTO mandate is enacted, gets unicorn job offer and considers loud-quitting to spite vindictive manager

Jobs are (most of the time) contractual agreements that bind the employer and the employee. Terms of these agreements include expected pay, PTO, attendance expectations, and on-site/remote work agreements.

If you are hired for a position that states you will be working remotely, you'd expect that your employer sticks to the agreement you both made upon hire. Too often, employers sneak loopholes into their contracts that will work against you in the far future, or near future, in this story's case.

The employee in this story was hired under the idea that they would be working in a remote role, but within a month, the agreement was changed to a hybrid situation with only two remote days (as opposed to all five being remote). The change occurred because management advised the original poster (OP) to build relationships with his coworkers. It turns out that a manager had complained about OP's remote role when other employees were not allowed to work remotely. OP expresses that he works in data, while the manager who complained worked in a position where remote work wouldn't be possible. OP recognizes this as "Strike One".

"Strike Two" was a two-faced stakeholder asking OP and their team to submit work directly to them for feedback (under the guise of "you're doing so well.") Come to find out that this stakeholder was complaining to their manager about OP's work quality.

OP ends up finding a much better job with a contractual remote work agreement (presumably, a contract without loopholes) and is trying to figure out the best way to leave with a bang. If you're interested in "Strike Three", scroll below to read the entire story.

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