Employers are luring workers with remote and hybrid working arrangements. But what happens if the policy changes?
Now, let’s get back to the those burning return-to-office questions.
If a worker wants to ensure a job they’re taking remains remote or hybrid for the long term, their best protection is a contract. That could be a separate contract spelling out the terms of the remote/hybrid work arrangement, it could be included in the offer letter the employee signs upon hiring or part of a union contract.
“Employees can ask for and get things these days that a lot of employers wouldn’t have considered years ago,” he said. “Worst case [the employer] will say no. But it’s unlikely they’d retract an offer because an employee asked for greater protection.”But employees should beware.
Q: Can an employer set vastly different return-to-office policies for union workers vs. nonunion workers? Conversely, if an employer creates better conditions for non-unionized employees while it drags its feet bargaining with the union, it could create a hostile environment for many workers, Sandstrom said.“Generally, employers want to maintain good union relations,” he said. “That would be somewhat like throwing a grenade on the situation.”
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