A prescript to the following: If this bothers you, then GOOD! My advice is to recognize and avoid such organizations when you can. Save yourself potentially years of agony. Nonetheless, you'll run into it a lot -- even if it's when you're encountering it with a third party with whom you interact.<p>Also, there are times when teamwork does require concurrent attendance. But... that's not what I'm talking about, below.<p>--<p>Appearance.<p>Many of us are familiar with the advantages "attractive" people accrue in various situations (including employment, not infrequently -- speaking generally).<p>Well, appearance matters also in matters of attendance. (And dress, and a few other things, for that matter.)<p>If you aren't in your chair during the "prescribed" hours, your boss may feel it makes them look bad. And, they may be right. Whether "timely attendance" improves your actual performance may be secondary to this concern, from the organization's perspective.<p>(Many here might argue it's actually counter-productive to their performance. But... that's not primary to the organization. Yep, that's right -- it's not primary to the organization.)<p>Plus, they may well think that "if we do it for one person, we'll have to do it for all people".<p>Ever notice how organizations are very circumspect about what they pay their employees? (I mean, particularly, <i>within</i> the organization. And yes, the question is largely rhetorical.)<p>Well, it's similar with hours. Only, other employees can "see" the "allowances" made to you. The organization is afraid they'll start asking for -- or insisting upon -- the same.<p>At which point, you need a significantly different organizational model -- one that can handle flex hours and/or offsite workers and all that.<p>They're not going to tackle that, just for your. And many managements won't tackle it until they're dragged into it, kicking and screaming. (Business management, for the most part, is a very <i>conservative</i> activity and mindset.)<p>P.S. Personally, I've watched many employees talk away literally hours of their workdays -- chitchat with coworkers, on the cell phone, etc. And I've cleaned up a lot of their messes.<p>But, they were in their chairs on time, and they "tried". And they towed the line -- whatever line -- their managers espoused. And that was often, ultimately, more valued and rewarded than high, but non-standard, performance.<p>P.P.S. I guess one might think or argue that when hours are formally negotiated, the provides some explanation and shelter for the boss.<p>However, many organizations don't provide middle management with the authority to negotiate hours. And... I recall from my own experience more than one memo coming down from senior management that stated the likes of: "No more virtual work plans"; "Acceptable starting hour range changed from [this range] to [smaller range]"; etc.<p>It may be "easier" to pay you more (or less) -- generally non-public or non-publicized information -- than to let you be consistently absent when others are expected to be present.<p>Appearance.