I empathize. Of course, there's not enough detail in the question (nor should you publish sufficient details online) to give you a substantive answer beyond “Hire an attorney”. I, too, truly don’t care for telework arrangements unless they're dictated by a personal situation as a result of you lose some of the in-person contacts that you simply cannot replicate.
Still, it sounds like if she hasn’t already spoken to an attorney of her own, she probably can shortly after you terminate her. I understand this can be after all not one thing you want to go through but don’t go through subterfuge simply dial direct. experience has shown me that what gets a lot of employers in trouble is trying build pretexts wherever the worker can quit instead of you having to terminate them however that may simply compound your problem and make any subsequent hearing or jury possible to not believe your objection is to the telework or because of the job abandonment. For having more information at first go on workers compensation audit
It’s too late now, but if her complaint was unfounded enough to where the preponderance of the proof showed that complaint to be a lie, why didn’t you terminate her then? Filling a knowingly false complaint has always been grounds for termination.
I suspect the train has left the station on its approach but don’t disassemble and make the situation worse. If you don’t like telework, that’s your right as a leader, if you only offered it owing to the previous complaint and that complaint has now been resolved don’t do something to attempt to compel her to quit. just consult with an attorney and pull the band-aid off. can you finish up in court? perhaps so however better to go to court with an honest winning hand rather than trying to go in with some shaggy dog story.
See more about this topic: Workers Comp Audit
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