>Both have implemented "hybrid" return to office policies where employees have to live within 100 miles of the office and be able to come in 1 day a week or 1 d

>Both have implemented "hybrid" return to office policies where employees have to live within 100 miles of the office and be able to come in 1 day a week or 1 day a month depending on team. This sounds a bit too much like jobs that claim 10% or 25% travel that pull a bait and switch, or don't hire the 2nd opening for your position, so your responsibly to "cover" for the dept really means double work, or same amount of work but more like 60-75% travel. Same with jobs the promise of a 40 hr week, but ends up being 60 hrs to handle everything that's your responsibility. So my question is: what guarantees or addl compensation are people getting (in writing) to keep the one day a month from turning into more? Excuses like: "oh that one day is for our staff meeting- if your team leader wants weekly update meetings in the office you need to be there" Or "you're responsible for coordinating and meeting with your team as needed to fulfill the responsibilities of your position" Etc Extra day off or extra days salary or just compensation for extra commute? Or just put up with it til it crosses a line?