@SembeiNorimaki The point is that the employee is violating company policy and the OP has a duty to deal with it.

@TomO'Connor exactly i agree and your comment is more professional then mine.

How important is this? Are you willing to fire her if she doesn't comply?

How long has this back to working in the office been going? Less than a month, longer than two months? Did anyone raise any objections before the policy was implemented?

If Alice has performance issues, treat those issues separate. Don't mix performance issues with not showing up for a policy that might or might not be stupid. If it's a stupid policy, enforcing it will only result in your company losing people.

@MonkeyZeus I agree with you, that might indeed be disrespectful. Alternatively, they might have had something come up unexpectedly. Since WFH started, I regularly have to step away to deal with issues related to remote school or making food, etc. that were never an issue in the office. Ultimately, WFH is still working better (at least in my work) than before but here people generally announce expected disruptions (and even unexpected ones, as soon as they can).

@MonkeyZeus It feels to me that OP thinks Alice has performance issues and this policy BS is a good excuse to point at, rather than discussing the performance problems. If there aren't any, enforcing this policy will result in nothing positive for anyone.

Except @GregoryCurrie, dealing with it could include arguing company policy up the chain. Imposing policy on team members may be the easy way but not the best way.

Edit notwithstanding, the best action as a manager certainly depends on whether a policy is a good policy or a bad policy.

@DeNovo Not really. Generally speaking, you should follow policies you disagree with until you are able to get it amended (or maybe HR will give you temporary relief while it's discussed).

@mikebabcock That's very true, but while that is ongoing you should ensure team members follow the policy as directed.

"Other than getting HR involved" this sort of issue is precisely what an HR dept. are for! You should absolutely raise it with them as soon as is practical and before it happens again and they will be able to help you far more effectively than strangers on the internet.

Just let her go, that way she can find a job with a real company.

Out of curiosity, was Alice employed with you before the WFH policy was enacted during COVID, or was she hired when WFH was the policy? There is a very big difference between her wanting 100% WFH when she hired into it, versus when she transitioned into it, and is now fighting the transition out.

Thinking outside the box, how about let everyone who wants to telework? Especially if they get their tasks done! Also, Good for the environment!

@JosephDoggie That's not really outside the box. You'll note that it's not the OP that is setting the policy.