3 ms·

There's definitely still a discussion around the concept of constructive dismissal that could be had. Although a lot of that has to do with the exact parameters

There's definitely still a discussion around the concept of constructive dismissal that could be had. Although a lot of that has to do with the exact parameters of the RTO, so it would be company to company.

toomuchtodo 3y ago
I have provided guidance to several folks over the last few years with regards to taking a remote role. I have told all of them to require in their offer letter that the role be defined as remote without an in office component (it helps if you don't take a role at an org that has an office within 50 miles of your home address). I have also provided them with contact information for an employment attorney who will provide a letter to their employer with regards to their employment arrangement being remote if the employer attempts to unilaterally change the working arrangement. In no cases has the employer successfully required the employee return to office, and only once was the attorney necessary to push the issue. n=1. If you're taking a remote role, have it codified in your offer letter. Retain that as an artifact in the event you need to engage legally. Always be prepared for your job to end at any time due to the state of US employment, but also set yourself up for success whenever possible. The party with the best position of power and the least to lose typically is the one who wins. Always be preparing a paper trail if you feel like the actions your employer is taking might infringe on your labor rights. You've then done all the hard work to then hand it over to an attorney and/or government regulator for actioning. And if you're not organizing and unionizing to secure remote work as a right at your org, you should consider it. Very favorable environment at the moment to do so. (not an attorney, not your attorney)
- sokoloff 3y ago
  > Very favorable environment at the moment to do so. Is it? I would think that during hiring booms would be a far more favorable environment for workers to drive demands.
  - toomuchtodo 3y ago
    NLRB is more aggressive than historically with adults in charge at the executive branch. https://news.ycombinator.com/item?id=37421903 https://news.ycombinator.com/item?id=37421903 Also, structural labor shortages for the next decade. https://news.ycombinator.com/item?id=37524951 https://news.ycombinator.com/item?id=37524951
    - sokoloff 3y ago
      NLRB just helps you vote to put a union in place. So, now you can pay a union your dues, but if the union doesn't have actual structural leverage over the employer, you're likely going to pay 1% of your salary for roughly the same deal you have now.
      - toomuchtodo 3y ago
        1% of my salary at improved odds of having more power in a work arrangement with an employer sounds like a steal, vs 0% and having no chance. Nothing is assured as always. I spend more than that on annual auto insurance, for comparison, and the odds are much higher I need protection from an employer vs another driver. We may have different opinions on value, and that’s okay.

toomuchtodo 3y ago

I have provided guidance to several folks over the last few years with regards to taking a remote role. I have told all of them to require in their offer letter that the role be defined as remote without an in office component (it helps if you don't take a role at an org that has an office within 50 miles of your home address). I have also provided them with contact information for an employment attorney who will provide a letter to their employer with regards to their employment arrangement being remote if the employer attempts to unilaterally change the working arrangement. In no cases has the employer successfully required the employee return to office, and only once was the attorney necessary to push the issue. n=1. If you're taking a remote role, have it codified in your offer letter. Retain that as an artifact in the event you need to engage legally. Always be prepared for your job to end at any time due to the state of US employment, but also set yourself up for success whenever possible. The party with the best position of power and the least to lose typically is the one who wins. Always be preparing a paper trail if you feel like the actions your employer is taking might infringe on your labor rights. You've then done all the hard work to then hand it over to an attorney and/or government regulator for actioning. And if you're not organizing and unionizing to secure remote work as a right at your org, you should consider it. Very favorable environment at the moment to do so. (not an attorney, not your attorney)

sokoloff 3y ago
> Very favorable environment at the moment to do so. Is it? I would think that during hiring booms would be a far more favorable environment for workers to drive demands.
- toomuchtodo 3y ago
  NLRB is more aggressive than historically with adults in charge at the executive branch. https://news.ycombinator.com/item?id=37421903 https://news.ycombinator.com/item?id=37421903 Also, structural labor shortages for the next decade. https://news.ycombinator.com/item?id=37524951 https://news.ycombinator.com/item?id=37524951
  - sokoloff 3y ago
    NLRB just helps you vote to put a union in place. So, now you can pay a union your dues, but if the union doesn't have actual structural leverage over the employer, you're likely going to pay 1% of your salary for roughly the same deal you have now.
    - toomuchtodo 3y ago
      1% of my salary at improved odds of having more power in a work arrangement with an employer sounds like a steal, vs 0% and having no chance. Nothing is assured as always. I spend more than that on annual auto insurance, for comparison, and the odds are much higher I need protection from an employer vs another driver. We may have different opinions on value, and that’s okay.