At the onset of the pandemic, many companies set up their employees to work from home as a response to shelter-in-place orders or a health and safety precaution. Now many are realizing that remote work is, well, working.
We reached out to Littler, an international labor and employment law firm Workday works with on product compliance issues, to get their front-line insights. Claire Deason, an attorney and shareholder at the firm, and a member of the firm’s Wage and Hour Core group and COVID-19 Task Force, says that the current climate is prompting conversations about how to make telecommuting a longer term—if not permanent—option for employees.
In part one of this two-part series about the changing workplace, I chatted with Deason about factors that may influence employer policies and protocols for remote work beyond the age of COVID-19.
Is the lingering impact of the pandemic making companies consider a long-term remote work policy?
For many, yes, it is. I’ve had a lot of my clients say, “You know, this is working better than we thought, and now we want a new telecommuting policy and a new program for time keeping so that folks can work from home more if they
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