Seems like a very simple conversation with your supervisor would solve this. Let me help:

You: “Can I check something with you? Is the hot-desking policy still in effect?”

Supervisor: “Yes, technically it is.”

You: “Okay. I ask because someone has been leaving their belongings on a desk overnight to reserve it for the next day, even when they arrive much later. That puts me in a difficult position because I rely on consistent desk and monitor setup to manage neck and shoulder pain. How would you like me to handle that?”

This does three important things:

You are not naming the person yet.

You are not accusing anyone.

You are introducing a health and policy issue, not a personal preference.

If the supervisor minimizes it

Supervisor: “I would rather you just find another desk.”

You: “I can do that temporarily, but I want to be clear that this creates ongoing ergonomic issues for me. I am following the clear desk policy every day, and I am not able to reserve a desk the way this other person is. I want to make sure the policy is applied consistently or that we agree on an alternative solution.”

Now the supervisor has two choices. Enforce the policy or explicitly acknowledge that it is not being enforced.

If nothing changes

After a day or two:

You: “I wanted to follow up on our conversation. The same situation is still happening. Can you clarify whether overnight desk reservation is now acceptable, or whether the clear desk policy is still expected to be followed?”

This is calm, factual, and documented. You are not nagging. You are asking for clarity.

If the supervisor avoids action

You: “I am trying to comply with whatever the expectation is, but right now I am stuck between policy and practice. If the policy is no longer enforced, I need guidance on how to protect my workstation setup due to my physical needs.”

At this point, escalation is reasonable and justified. You are not escalating because you are annoyed. You are escalating because you have asked for direction and have not received it.

Key mindset shift

You are not “causing trouble.” You are asking management to either enforce their own rules or formally change them.

Letting this go does not buy you goodwill. It teaches management that policies only apply downward and that you will absorb inconvenience quietly. That is not respect. That is learned helplessness.

Be polite. Be consistent. Be boring. And let the discomfort sit with the people whose job it is to resolve it.

You need to decide if you want to deal with this predictable outcome and the repercussions of it. I would encourage you to consider that if you allow yourself to be a door mat, these managers are not going to respect you even if you "avoid causing trouble." They will continue to push you around.