#Is it really so bad to call a co-worker by an affectionate name?

Greggie poo: Cuomo has been accused of doing much worse than what you mentioned in your recent column about men being afraid to be alone with women in the workplace. Yet seriously, hugging too long and terms like “hunny” are grounds for a lawsuit?

Is “Greggie poo” really supposed to be an affectionate term? Hell yeah, everyone knows that if you are going in for a work hug, the other person better be giving body language that it is welcome, and the embrace shouldn’t be closer than barely touching and longer than an eye blink. Otherwise yes, you are risking being inappropriate. And “baby,” “hunny,” “lovey,” “darlin’” — well, the 1950s are calling and they want their terms of endearment back. Are there certain people who can still get away with these terms, under certain circumstances, with certain people? Sure. But those are unique conditions that don’t apply to 99 percent of the workforce. Do these alone amount to a fireable offense? No. But do many people find them offensive? Yes. So why sound dated and risk it, cutie pie?

My employer is insisting that I return to the office even though I’ve been effectively working remotely. He says that because I’m vaccinated I can return, but I have toddlers who can’t be vaccinated. Public transport, non-vaccinated colleagues and clients who may not wear masks increases the risk to my children. How can I remedy this?

Sometimes when we say “my employer” what we mean is “my boss.” Some managers take it upon themselves to set a policy that may not be supported by the company. And no one ever said that just because someone is the boss they’re the smartest person in the room, or have the authority to mandate a work condition. Explain that until there’s more clarity around vaccines, risks and so on, you would like to continue working remotely to protect your children, with the understanding that it’s a temporary accommodation that will be reevaluated as conditions change. If he won’t agree, go to HR or the legal department. But, if your employer won’t budge, as of now the law is on their side, even if facts and reason aren’t.

Gregory Giangrande has over 25 years of experience as a chief human resources executive and is dedicated to helping New Yorkers get back to work. E-mail your questions to [email protected]. Follow Greg on Twitter: @greggiangrande and at GoToGreg.com.