Comment Re:Come back or be terminated (Score 1) 349
Terminating them is certainly your prerogative as a manager. However you have to ask yourself what the opportunity cost is to losing that talent... what did it cost to replace them and all the institutional knowledge they carried. Sounds like you really need to think about what's best for your company and not what's about turning the screws to prove you can. If I were your manager, I'd seriously consider demoting you for your lack of perspective.
Maybe being on-site is necessary for your projects. IDK, but the way you present yourself is as a "BOSS", not a manager of a high-performance team. And if you don't understand the difference, you really shouldn't be managing anyone.
Also, I wonder if any of these companies, especially those that use contractors, could run afoul of labor laws. IANAL but I recall reading a statue somewhere that exempt (salaried) people, and especially contractors, in order to maintain that classification of employment status and not become "employees" or non-exempt (hourly) need to have wide latitude as to independent execution of their work. This was one central aspect of the Uber suit in California IIR.
Now that remote work has been proven at large scale for multiple years, it's a tough sell to say that dictating an in-office work site is necessary for many positions.