#remotework

Is anyone being granted an accommodation to work remotely 100%?

These id--ts remove remote work and expect software developers to work a lot for 75% of the average pay. They also expect you to do POCs and come up with all the solutions and lead new efforts like a software architect at a director level pay lol.
The expectations are delusional and ridiculous.

1. They hate their wives
2. Work is their identity
3. They hate their families
4. They love to gossip
5. Control

Found this on Twitter, and it looks really appropriate. Those are truly the only reasons I can think of why somebody would be so staunchly against WFH, and it's incredibly sad.

It's been interesting seeing where these newly hired people are located.

Multiple positions currently open at Paramount are listed as fully remote. What's the deal? Are these teams that have always been remote/have been grand-fathered in to stay this way?

New comprehensive data shows -

Millennials: who currently power our business and economy - prefer fully remote roles.

With AI, etc. there is zero reason to sit in a loud environment on teams calls - this pertains to majority of roles.

Wake up. This preference and need isn’t going away.

Lack of talent will prove this. Watch.

A monthly aggregate means that we don't know about any data problems until after the fact. And since this data is tied to performance and possibly bonuses, we should on a weekly basis if any of our in office days didn't track accurately. Fix this please MC!

Comment your hot takes here.

Ideal US Talent Worker OpCo LLC will lay off 9,891 remote gig workers. These layoffs are scheduled to begin on July 1. The company cited business restructuring as a primary reason. Its contracts are being transferred to a third-party partner. Affected workers are encouraged to apply for open positions with this partner.

Minneapolis, MN

https://www.msn.com/en-us/money/smallbusiness/nearly-9900-remote-gig-workers-to-be-laid-off-by-minneapolis-company/ar-AA22mF5u

Bill’s talking about how RTO will help teammates further their careers, etc, but that’s 100% NOT TRUE if there are no advancement opportunities in your line of work in your geographic location. I was hired to work remotely and at that time my advancement opportunities were open (or at least more open than they are now) because Truist was OK with remote work. Now I have to go into an office that has nowhere for me to grow, OR I have to move to a more expensive city that will eat up any difference in salary I might get with a promotion. The lack of leadership’s acknowledgment of this impact is so disappointing.

I wish I knew who I could rant to but I'm way too careful about sharing my work-place political views. RTO has totally uprooted my life from cost of childcare, time wasted on commute, routine, and even my work itself. Talk about being more efficient, eh? Literally cannot get the same amount of work done if im being pulled in 12 different directions each day just to make sure im doing my work from one spot and not another i.e my home. What a super cool and awesome thing this all is. The only thing that motivates me more than getting yelled at for "non-compliance" is SPITE. You want me to quit? No thanks. However, with my flexibility now gone, there goes yours as well. Taking calls after hours? No. 110% effort? Try 50. It's been said before but dear lord what are they thinking? THOUSANDS of employees with FOUR MONTHS time to get read for the dreaded RTO yet ZERO MF GUIDELINES?

The guidelines are vague by design, because they want us to assume what the rules are. I dont want to tell others what to do but please dont make this easy on them. Most of our positions were originally based around a hybrid schedule from the get-go.

Abby will be begging people to work from home. If you think this isn’t a possibility for another pandemic get yourself educated

Was anyone given this offer as an alternative to the layoff? If not, why? It seems like that would indicate a performance or other reason than just someone being remote.

Besides medical accommodations, does WF give case by case exceptions for other reasons to be able to WFH? For example, person no longer in strategic location but their experience is needed to close out a time sensitive project. I know some who work remote but I am afraid to ask them their reason , though the two who volunteered their reason it was medical related each time

Anybody noticed something suspicious interviewing people remotely during Workday?

On TikTok, they show videos of someone under the table of the person being interviewed with a second monitor and actual keyboard typing the answers using AI while the guy being interviewed pretends to be typing in front of the camera.

This morning there was a corporate IT Zoom call where it was announced that a new IT center was being built in Springfield, MO. All USA based IT workers will be required to work from the new office starting August 2027. No jobs are being eliminated at this time, but all remote workers will need to move to Springfield, MO by August 2027 to work from the office or their jobs will be eliminated at that time.

My team is in a different office, and I’m the only one at another site. With full-time RTO, how are people approaching this when it doesn’t impact team collaboration?

To Fidelity only, but are you all aware all the professionals in many huge multibillion dollar companies their employees are as pi---d off as we are for FT RTO?!. They have all stirred the hornets nest! No one is happy, if they successfully did their wfh massively productive employees have proven they can be trusted to wfh and be flexible with coming into an office. It just shows we are completely off their radar for loyalty or respect or for their MASSIVE PROFITS they’ve enjoyed. Maybe just maybe there’ll be infinitesimally small reductions in productivity by naturally being back in a distracting office and I hope they see an overall decline because of RTO. Nothing evil or malicious just a natural decline because being in a busy noisy office lends itself to more distractions. Be careful the powers that be you may be cutting off your nose to spite your face. WFH was a long planned situation and it worked fabulously well and they’re still unhappy with the workforce . Give the professional adults in your office the due respect they deserve. Allow flexibility.

WFH already proved it works. We did it for years. Output didn’t drop, and in most cases it actually improved. Turns out it’s the person doing the work that matters, not the chair they’re sitting in.

The irony is we sell global connectivity, yet don’t trust our own employees to work remotely on the very networks we provide. It’s a “do as I say, not as I do” situation, and everyone sees it.

If the goal were cost and efficiency, the answer is obvious… let people work from home. Less real estate, no commute drain, same or better output.

Instead, we’re spending more to force people into buildings to do the same work… on a screen.

So what’s the real objective here?

Toptal predicts growth in remote tech roles. These jobs demand extensive prior experience. This trend happens amidst broad technology job cuts. More than 150,000 technology positions were cut by April. AI integration increases demand for expert workers.

https://www.msn.com/en-us/news/insight/toptal-sees-remote-tech-hiring-growth-despite-sector-layoffs/gm-GM25F0E534?gemSnapshotKey=GM25F0E534-snapshot-3&uxmode=ruby

Share the wealth.

https://www.sec.gov/Archives/edgar/data/72971/000119312519256649/d813177dex10a.htm

FTFA: "In connection with your position, you will not be required to relocate or engage in travel that would result in a change to your current state of residence. "

https://www.linkedin.com/posts/charlotteobserver_wellsfargo-wfh-workfromhome-activity-7448405383771222016-iAIY

Went in-office for work today, and thankfully no one showed up so I can conduct my virtual meetings in peace. Happy Mental Health Awareness month!!!

Last week I found out that they're doing an RTO mandate for all of tech. An absolute cluster-fck of infrastructure to get 700 roles back in office. I'm sure this will make less driven employees more productive and the shoe designers who cry foul about fairness happy, but for those of us who actually cared about sh-t getting done, all it tells us is that it's time to hit the remote-first market, where there are no haves and have nots, only fair, trusting work models for competent people.

All of your most driven employees are now in the process of self-selecting their way out of the company. Velocity is going to sink as the people with the most initiative start using downtime to send applications instead of make up for their colleagues' deficits.

Just remember this the next time holiday readiness falls apart or you're dealing with unmaintainable copy paste AI slop. You are asking your best to leave, and a lot of us were perfectly content with your sub-par compensation schemes and nonexistent promotions before this because we didn't have to put up with 699 other guys trying to take Zoom calls from an open office with no privacy or hour long traffic slogs.

But at least it's fair now, and you can backfill those roles in ITC, and AI/ML will print infinite money for you any day now, right?

WFH was a success during COVID and could be at any time, it's the person doing the work, not the location. We sell global connectivity yet we do not want to connect employees who are also customers. We all know right now it's a 'do as I say, not as I do'. I'd respect honesty; yet that is not what the top brass offer normally; it's usually smoke and mirrors.

If AT&T wants to reduce its footprint, what better way than making the employee provide their own office? Case closed!

@rw+1kqf86bry is 100% right.

https://hrexecutive.com/remote-work-doesnt-break-company-culture-poor-measurement-does/

Enough said.

Rumors are that some companies (mostly west coast) are returning to Work From Home due to the dramatic increase in gas prices. Any local confirmation of that?

Can’t believe it’s here. Is anyone planning to skip this id--tic “mandate”?
I have been remote 13 years in this company. Now I have to go sit in a random office by myself and do the exact same thing I would do at home. Thinking of skipping and letting the cards fall as they may.

I am a remote employee and after realizing how cr-p this company is with people more than 4 years receiving the same salary even performing, and all layoffs via cold email, I decided to have 3 jobs at the same time.
I manage them pretty well and have no issues with ANY of them, including Oracle.
If Oracle lays me off, it will impact 30% of my income and not 100%.
Do I care? As much as they care about me.
Do not be stupid. Do not put all eggs in the same basket.

Hi, I don’t work at the firm anymore. I heard that phone positions only need to come to the office one week a month. I am unfamiliar with what phone rep people deal with, but I know they deal with a LOT of crazy stuff. So, salute to you guys.

That being said, assuming what I heard is true, why do phone rep people only need to go one week? What is it about their work specifically that they can go in just one week? Why not all the other positions, like software engineers? Will phone reps continue to only need to go in one week after 2027?

Thanks

This talk of going back everyday, it’s simply trying to downsize the firm. No way around that.

What if the Johnson Je-k Circle realizes this is a really painfully bad idea some time into 2027 when they’re already executing it. There’s a reason only certain places are executing this first.

Let’s say they finally make their alignments exactly how they want them to be organized. Be it making teams colocated, or whatever else they want to do. Then they realize “hey, some of these teams work better remote, and we’re impeding their ability to work”. Like software engineer teams. And then you have other positions who need an office to perform to the best of their ability.

The vast majority of us can say this is a grave mistake Abby is making. What if this is the mistake they need to make to realize that they need to go back to the old way, where there was more freedom for people who only had to go to the office for legitimately boosting work output?

If it took us all one year of doing this experiment, then for the overlords to get their ducks in a row… then the remainder of us who survive the layoffs could be allowed to work to the best of our ability, be it being remote or in the office if we need to be… then, maybe that’s what we just need to power through, if we have the ability to power through it.

It’ll be incredibly annoying of course, but, what if this is what it takes for them to let us go back to a work environment that’s accommodating to all of our individual needs?

It has been determined that the recalls are resolved of people bs ing by the water cooler too much

Story by agoh@businessinsider.com

(1) Skims cofounder Emma Grede says the downsides of working from home don't get enough attention.

(2) She said it's "so crazy" not to draw a link between remote work and growing social issues such as loneliness.

(3) "The key to a long and happy life is your close relationships," she said.

Emma Grede, a founding partner of Skims, says the real cost of working from home isn't being talked about enough.

Speaking on the "Leaders with Francine Lacqua" podcast episode released on Monday, Grede, 43, said that remote work could have broader social consequences that people are overlooking.

"Working from home is career su----e. And we only talk about the upside of working from home," Grede told podcast host Francine Lacqua.

The downsides aren't what people want to hear, but Grede says she believes the effects are already visible in everyday life.

"Think about what's happening in the world. Declining birth rates, declining marriage rates, and the loneliness epidemic. And we think that none of that is linked to the number of people that like, don't see people because they're doing Zoom calls from the living room?" Grede said.

Grede, who is also the CEO of Good American and the first Black female investor to appear on "Shark Tank," said that it's "so crazy" not to make that correlation.

"The key to a long and happy life is your close relationships," she added.

For Grede, being in the room matters from the very start of a career.

"Listen, I did a lot of unpaid internships and I did it while being somebody that didn't have a lot of money. And that was a real struggle for me," Grede said.

Despite that, she said she saw the value of those opportunities.

"It was a huge unlock for me, the ability to go into an organization and get under the hood without having any qualifications or right to really be there. I think that there have to be certain protections on it, but I'd like to lift the lid because there's so much to be learned," she said.

It's not the first time Grede has taken a hard line on workplace expectations. In May 2025, she said she considers it a red flag when job candidates ask about work-life balance during the interview process.

"Work-life balance is your problem. It isn't your employer's responsibility," Grede said.

In an April interview with The Wall Street Journal, Grede also sparked an online debate after describing herself as a "max three-hour mum" on weekends focused on creating "high-impact, core memories" with her kids.

Grede is part of a growing number of CEOs pushing back on remote work.

In May 2023, Elon Musk said he views remote work as "morally wrong," saying it's unfair for some workers to stay home while others must be physically present to do their jobs.

"It's like, really, you're going to work from home and you're going to make everyone else who made your car come work in the factory?" Musk said.

In March, JPMorgan's Jamie Dimon said that working from home simply "doesn't work" for many younger employees, who will benefit from in-person guidance from their colleagues.

"They learn by going on a sales call with you," Dimon said. "They learn by seeing you make a mistake. They learn by how you deal with the mistake."

Since mid-2025, several major companies, including JPMorgan, Amazon, and Google, have implemented return-to-office policies.

I have a dream that one day we will be judged not by a badge swipe, not by a line in a presence report, but by the work we actually do.

I have a dream that we stop pretending five days in an office equals productivity, when we’ve already proven that great work happens from anywhere. That we stop forcing people into seats just to be seen, and start trusting them to deliver.

I have a dream that effort, integrity, and contribution matter more than location. That someone doing exceptional work from home is valued more than someone simply occupying a desk.

I have a dream that we end the illusion that RTO creates culture. Because culture isn’t built by commuting, by sitting in traffic, or by joining video calls from a cubicle. Culture is built by trust, respect, and giving people the flexibility to do their best work.

I have a dream that we recognize what’s actually happening. That people are burned out, that morale is down, and that forcing five days in-office isn’t fixing it, it’s causing it.

I have a dream that we stop measuring presence and start measuring performance. That we reward results, not routines.

I have a dream that the best people aren’t pushed out because they want flexibility, and that we stop pretending five-day RTO is normal when most of the world has already moved on.

Because right now, we’re clinging to a model that’s outdated, expensive, and ineffective.

So I have a dream that we move forward. That we embrace hybrid, embrace remote work, and build a company around outcomes, not optics.

Because work isn’t a place.

And the sooner we accept that, the better off everyone will be.

Okta is at its dirty tricks again. They’re manufacturing reasons to fire employees who aren’t near an office so they can replace them with hybrid, cheaper employees. Chicken sh*t managers and Betsy Wetsy and the rest of HR are complicit. What dumpster fire of a company!

MeetingPulse is already open and the first 2 questions are about WFH. Thoughts?

I am one that was lucky enough to be in the “remote pilot”. I saw the layoff targeted remote roles away from PHK to some degree. I was told that an RTO is coming up but the date isn’t set. I assume this is to get people to leave prior to possible severance discussions when it’s official.

Who else is hearing this or is your remote role still to be intact? I am wondering if we can negotiate this or if remote is done for.

I’m in GaME.

As title says, partner has a job opportunity in a city without a pulse point. Is this even possible for me to switch remote or should just start looking for a new job? I know some people were grandfathered as remote but not counting on it. I’m a L15 (Director) if it makes a difference.