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Significant changes in job location absolutely do count. Forcing people to work from home would probably be enough to count, actually - If the employee objected
by GauntletWizard 4y ago
Significant changes in job location absolutely do count. Forcing people to work from home would probably be enough to count, actually - If the employee objected. Forcing an employee who had promises about WFH availability to come into an office is going to be a slam dunk, for essentially zero gain - The damages will generally be too small to be worth it, at least in the US with at-will employment. But as a matter of labor law, it should be classified as a layoff.
- User23 4y agoAgreed on damages. It's been my limited experience that US lawyers won't even bother with such a case unless they think there is a very good chance of a jury awarding punitive damages. Which, practically speaking, is very rare and only happens in the most egregious of cases. I suppose it matters somewhat what the local jury pool is like, but generally if it isn't something absolutely flagrant and politically charged juries don't award punitive damages in these cases.