1) Sure - and Apple may be able to accommodate folks asking for a pay cut in return for a change in work situation if they ask. Note that I did this once asking

1) Sure - and Apple may be able to accommodate folks asking for a pay cut in return for a change in work situation if they ask. Note that I did this once asking to go to part time at a position in return for a more than pro-rata reduction in pay. I was turned down and found another job. I didn't threaten to quit - and remained on good terms with previous employer who later hired me on as a contractor (!) so my pay was remarkably higher for the part time work I'd wanted in first place - still in touch with them. 2) Employees also find what works and switch jobs. You don't need to throw around things like diversity, inclusion, ADA - you can just go find a WfH job (there are a lot more these days) if that's what you want / need. 3) The claims of violation in this article are thin. It's not clear employees have described medical condition, provided docs, done the interactive process. How has apple violated the ADA? Note that the ADA is not a free pass either. 4) The lower performers may seem to be easier to replace - so may not be key retention targets. Note that I've seen incredible accommodation of key retention target staff (ie, live on a boat, x hours of private jet travel etc). 5) Every industry has higher churn now because of wfH (mine included). This is not headline news necessarily.