Teletrabajo

[Cositas]

https://www.elmundo.es/economia/2023/11/16/6554f05021efa02b6c8b4579.html

Preocupación en las empresas por el aluvión de solicitudes de adaptación de jornada para conciliar

Los Juzgados de lo Social están colapsados ante la cantidad de empresas que deniegan estas solicitudes

""No sólo han aumentado muchísimo las solicitudes de adaptación de jornada en las empresas, sino que también vemos cada vez más peticiones de teletrabajo en el cien por cien de la jornada, lo que se ha traducido en un incremento de la litigiosidad. Hay preocupación en las empresas", advierten desde el equipo de Laboral de Gómez Acebo & Pombo. Cuando un trabajador puede alegar que durante la pandemia siguió trabajando desde su domicilio con normalidad y ahora pide volver a hacerlo para poder hacerse cargo del cuidado de hijos o familiares, los jueces entienden que tiene el derecho a ello ya que su trabajo se puede realizar desde casa, explican."

 

No es tan sencillo, el propio artículo lo aclara:

UN BLINDAJE FRENTE AL DESPIDO

Hay que tener en cuenta, además, que hacer esta solicitud en pro de la conciliación funciona como un blindaje para los empleados, ya que desde el mismo momento en que lo piden (aunque aún no se les haya concedido o denegado) no pueden ser despedidos de forma procedente. Desde ese mismo momento el despido pasará a ser considerado improcedente o nulo, lo que también da lugar a la picaresca.

"La simple solicitud de la adaptación implica la nulidad objetiva del despido, así que a veces hay casos en los que los trabajadores temen que haya despidos en su empresa y piden la adaptación de su jornada para que llegado el caso sea improcedente o nulo Es una manera fácil de blindarse, aunque aún no se sabe por cuánto tiempo opera esta protección", explican desde Gómez Acebo & Pombo.

No hay blindaje, esto es falso.

Si en la práctica puede haberlo es porque las empresas tienen la fea costumbre de no justificar los despidos que hacen. A menudo con burradas como despedir a las dos horas de reclamar horas extras impagadas. Violación del principio de indemnidad, y nulo al canto.

El despido tiene que estar justificado, y es falso que una petición de este tipo bloquee un despido justificado. Ya puedes tener todas las enfermedades que quieras o un embarazo, que si te han pillado robando o rompiendo la buena fe contractual te vas a la calle. Distinto es que a raíz de la petición en sí misma se active un despido como represalia, con razones que no resisten ni dos minutos de
Lo que me lleva a concluir, una vez más, que Laboro tiene razón al decir que la mayoría de las empresas españolas están asistidas por Asesoría Pepe.

Traje el artículo por la mención a que las empresas prefieren ir al juzgado antes que permitir el teletrabajo y que se opongan especialmente a que sea 100% remoto sin ninguna razón aparte de "porque sí", como queda a la vista cuando llegan al juzgado, e incluso prefieren arriesgarse a tener que pagar una indemnización.

Dice mucho, y nada bueno, del mercao laboral de este país que a medio artículo al periodista pierde la vergüenza y llama "picaresca" a que los trabajadores quieran que se cumpla la ley. Como dices, obviamente en España nadie está "blindado" (otra elección interesante de adjetivo) contra un despido justificado, el concepto en sí es absurdo en una economía capitalista. Lo que el artículo obvia, no se si intencionadamente, es que con la nueva ley no es necesario reducir la jornada de trabajo con la consiguiente rebaja salarial. Creo que el mínimo era un 12,5% de reducción, algo que la mayoría de curritos "de clase media" no puede asumir ni comiendo choped todo el mes.



 

[Lem]

Peor que fumar

I lost four inches of flab after I went back to the office

Jamie was working from home and getting ‘skinny fat’. After starting a new job, he took control of his health and is now leaner than ever



In 2020, I was working for Public Health England, delivering big public campaigns around things like obesity and diabetes. While professionally I was very invested in the nation’s health and helping people lose weight, I put my own health on the back burner. I was working really long hours from home and I was getting what they call “skinny fat”. I was slim, but there was a lot of weight around my middle; my waist measured 88cm.

A new job took me back into an office in August 2022. Life had mostly returned to normal post-pandemic by then and I was socialising regularly. It was then that I knew I needed to get my act together and after a few months, enrolled the help of a personal trainer (PT). They helped me transform my diet and gave me a fitness routine to follow. A year later in February 2024, aged 42, my waist measured 78.5cm, I’d gained muscle and my confidence had soared.

My workload exploded during the pandemic. I was involved in communications around the Covid vaccine, so dieting and exercising weren’t really top of my agenda. Working from home was exacerbating my lower back problems. I didn’t have a good home office set up, so I was often hunched over a laptop in my lap.

I was getting a bit skinny too. I’ve always been slim but I was getting skinny fat (being a normal weight but having more body fat than is deemed healthy). I think as men get older, being too slim just doesn’t look good.

[...]

[muyuu]

San Francisco ha entrado en barrena por lo tanto hay que volver a la ofi 



https://fortune.com/2024/06/29/return-to-office-san-francisco-doom-loop-fed-president-mary-daly/

Execs should urge workers to return to the office to help San Francisco, Fed president says
BYJASON MA
June 29, 2024 at 10:38 PM GMT+1

The most common question San Francisco Fed President Mary Daly is asked about the city when she’s traveling outside of it is whether a “doom loop” has descended on the tech hub.

That’s amid reports of people fleeing San Francisco during the pandemic to lower-cost areas and working from home, leaving office buildings increasingly vacant and nearby businesses bereft of customers.

But during an appearance at the Commonwealth Club World Affairs of California in San Francisco on Monday, Daly pointed out that the dot-com bust more than 20 years ago gave rise to similar predictions of doom for the Bay Area.

She went down a list of what San Francisco has going for it, including a highly educated workforce, good infrastructure and its “innovative entrepreneurial spirit.” In fact, AI and other companies are looking for real estate again in the city, and more people are coming back to work.

“Every week I come, traffic is getting worse,” Daly quipped. “That’s a good thing, frankly, sometimes.”

Still, data from property adviser CBRE shows that San Francisco’s office vacancy rate of 37% is the highest of any big U.S., according to the Financial Times.

Daly also acknowledged that there’s more work to do to make the city—as well as the surrounding area—better and help it reach its full potential. And she sees a role for San Francisco’s business community, which isn’t a passive bystander.

“If you’re the founder of something and you’re part of this, then let’s change it. This isn’t being done to us, we live in the city and so together we can help and assist,” she said.

When asked how CEOs and founders can help, she replied, “Talk about what you need to fix and also encourage your people to come back to work.”

Hybrid work seems to be a compromise between companies and workers, and Daly said she is personally in favor of hybrid, noting that young employees also need to work with older employees to help grow and advance their careers.

But even hybrid work has received pushback from the tech sector. A study looking at the effects of return-to-office mandates at giants like Apple and Microsoft found that many workers left their companies. That’s as Microsoft mandated 50% of the week in-office and Apple required just one day a week.

Similarly, nearly half of Dell’s full-time workforce in the U.S. rejected returning to the office and would rather work from home than get promoted.

A major obstacle is that a lot of employees have moved farther away from the office. The average distance from work for employees who were hired in 2023 is now 35 miles, up from 10 miles in 2019, according to a Stanford University and Gusto study published in March.

Meanwhile, Patagonia gave some employees just three days to decide whether they’ll relocate close to the office or quit. The company began piloting a “hub” model last year, in large part because of negative feedback it had received about being fully remote, Corley Kenna, head of communications at Patagonia, told Fortune earlier this week.

“We wanted to be really intentional, and we wanted to be sure that this was the right model,” she said. “We knew it would affect a lot of people, and so we took it really seriously to think through all the different ways we could care for our people. So think it’s a fair call-out, but I think that’s our real answer.”

[el malo]

San Francisco ha entrado en barrena por lo tanto hay que volver a la ofi 



https://fortune.com/2024/06/29/return-to-office-san-francisco-doom-loop-fed-president-mary-daly/

Execs should urge workers to return to the office to help San Francisco, Fed president says
BYJASON MA
June 29, 2024 at 10:38 PM GMT+1

The most common question San Francisco Fed President Mary Daly is asked about the city when she’s traveling outside of it is whether a “doom loop” has descended on the tech hub.

That’s amid reports of people fleeing San Francisco during the pandemic to lower-cost areas and working from home, leaving office buildings increasingly vacant and nearby businesses bereft of customers.

But during an appearance at the Commonwealth Club World Affairs of California in San Francisco on Monday, Daly pointed out that the dot-com bust more than 20 years ago gave rise to similar predictions of doom for the Bay Area.

She went down a list of what San Francisco has going for it, including a highly educated workforce, good infrastructure and its “innovative entrepreneurial spirit.” In fact, AI and other companies are looking for real estate again in the city, and more people are coming back to work.

“Every week I come, traffic is getting worse,” Daly quipped. “That’s a good thing, frankly, sometimes.”

Still, data from property adviser CBRE shows that San Francisco’s office vacancy rate of 37% is the highest of any big U.S., according to the Financial Times.

Daly also acknowledged that there’s more work to do to make the city—as well as the surrounding area—better and help it reach its full potential. And she sees a role for San Francisco’s business community, which isn’t a passive bystander.

“If you’re the founder of something and you’re part of this, then let’s change it. This isn’t being done to us, we live in the city and so together we can help and assist,” she said.

When asked how CEOs and founders can help, she replied, “Talk about what you need to fix and also encourage your people to come back to work.”

Hybrid work seems to be a compromise between companies and workers, and Daly said she is personally in favor of hybrid, noting that young employees also need to work with older employees to help grow and advance their careers.

But even hybrid work has received pushback from the tech sector. A study looking at the effects of return-to-office mandates at giants like Apple and Microsoft found that many workers left their companies. That’s as Microsoft mandated 50% of the week in-office and Apple required just one day a week.

Similarly, nearly half of Dell’s full-time workforce in the U.S. rejected returning to the office and would rather work from home than get promoted.

A major obstacle is that a lot of employees have moved farther away from the office. The average distance from work for employees who were hired in 2023 is now 35 miles, up from 10 miles in 2019, according to a Stanford University and Gusto study published in March.

Meanwhile, Patagonia gave some employees just three days to decide whether they’ll relocate close to the office or quit. The company began piloting a “hub” model last year, in large part because of negative feedback it had received about being fully remote, Corley Kenna, head of communications at Patagonia, told Fortune earlier this week.

“We wanted to be really intentional, and we wanted to be sure that this was the right model,” she said. “We knew it would affect a lot of people, and so we took it really seriously to think through all the different ways we could care for our people. So think it’s a fair call-out, but I think that’s our real answer.”

 

Vamos a volver a la oficina a seguir ayudando a los caseros sanguijuelas y a las cafeterías de $8 el capuccino molón.

Empresarios, por favor, pedidle a los empleados que vuelvan y pagadles salarios altísimos para que puedan seguir pagando sus alquileres sin sentido. Si no sois competitivos, ya es vuestro problema.

 

[muyuu]

https://www.theguardian.com/business/2025/jan/03/uk-workers-on-being-forced-back-into-office-cut-hybrid-working

‘It didn’t come as a surprise’: UK workers on being forced back into the office
Some welcome cuts to hybrid working but others feel less productive and are considering change of job or country

 Post-Christmas blues as UK bosses try to turn back clock on hybrid working

Rachel Obordo
Fri 3 Jan 2025 07.00 CET

Christina says it is a “logistical nightmare” working out the school and nursery runs after being ordered to return to the office for three days a week from January. “It didn’t come as a surprise but it was devastating,” she says.

The 34-year-old chartered accountant from Scotland was told by her employer that office attendance would be “strictly enforced” in the new year with days potentially increasing based on business need. Her husband, who works in finance, was already working three days in the office after it was mandated in October.

Christina is one of scores of people who shared with the Guardian how they felt about bosses reducing the time they spend working from home. Some large businesses have been calling workers to return to their desks as much as five days a week with Asda planning to “cut hybrid working as part of a business restructure”.

Travelling an hour each way on the train, Christina is concerned about the increased cost of commuting, which she expects will be about £6,000 a year for the couple – roughly three months’ worth of one of their salaries. “We’re going to struggle financially,” she says. “It’s not like our employers are going to give us a pay rise to cover the additional costs.”

Working remotely gives the couple the flexibility to drop their children off and then work through lunch or in the evening after the children have gone to bed. As the lower earner, Christina is considering working part-time. “We chose to have a family to spend time together as one, not to have them raised by strangers,” she says.

With their third child on the way, the couple plan on spending their parental leave to explore remote working opportunities including moving to Denmark or Finland where they feel they would be better supported as a working family. “I think the return to the office works against parents who work, and mothers in particular will suffer by either reducing their hours or staying at home. I feel penalised as a woman for wanting to have a career and a family.”

‘People should have the choice’

For others such as Kerstin, a 59-year-old Age UK worker from Cornwall, the change cannot come soon enough. She is looking forward to more time face to face with colleagues after feeling disconnected working at home. “I’ve suffered from depression and crave company – I ended up getting a radio just to hear other voices,” she says.

Her work involves taking calls and is flexible because of her team living rurally across the county, but they would prefer to meet in person more. “There is a lot of camaraderie and in the office we are able to support each other after a particularly difficult or harrowing call,” she says. “Doing this via Microsoft Teams is not quite the same.”


Kerstin understands that not everyone feels the same and that it has become harder financially for some people to work in the office regularly. “In my opinion, people should have the choice to work from home if it suits them better,” she says.

‘I can’t cope with the isolation of working from home’


Richmond, a 61-year-old software engineer from Oxfordshire, left his remote working-only job in November because his mental health started to suffer during the Covid lockdown.

“I can’t cope with the isolation of working from home,” he says. “It’s often assumed that people in roles like mine prefer it but the office has always been the mainstay of my social life.”

Richmond says he is less productive working remotely because there are more distractions at home. “No one size fits all and every business should have flexible working, but core employees need to have a physical base and it should be an enjoyable experience to go in,” he adds.


‘It’s enough for me to consider looking for other jobs’


For John, who works as a digital designer in London, working in the office can be “incredibly disruptive”.

When the 34-year-old started his job during the pandemic the policy was to work from home. Over time people have been encouraged to work in the office once a week, but from January they are expected to be in on Tuesdays, Wednesdays and Thursdays. He says mandating attendance feels like a “betrayal of autonomy”.

John feels the return to the office is part of a wider trend post-Covid and that employers believe people will be more productive meeting in person. “My department has just moved into a new office space which cost a lot – I suspect that’s another reason they want us in,” he says.

As a designer, John says working in an open-plan office where he does not have access to dedicated equipment will adversely affect his productivity. “I use a second screen for my job and it requires getting into a creative flow for which I need consistent surroundings, a quiet workspace and time alone. The small talk [in the office] is incessant and completely distracting and if you wear headphones in order to focus, you’re treated as though you are being antisocial.”

John is far from alone in his opposition to office working. In November, the Guardian revealed that some staff at Starling Bank had resigned after its chief executive demanded they return to their desks for a minimum of 10 days each month.

“It feels like an arbitrary decision and a management box-ticking exercise,” John says. “I don’t think it will increase productivity and will just encourage presenteeism. It’s enough for me to consider looking for other jobs.”

* Some names have been changed.

[Benzino Napaloni]

Quitar el teletrabajo se ha convertido en un truco recurrente para aligerar plantilla sin hacer despidos.

El problema de eso es que, o blindas a tus mejores trabajadores, o los pierdes. Los que se irán y no tragarán siempre serán los que tengan más alternativas. Precisamente los mejores.

Y cuando una empresa se mete en esa dinámica de "ahorrar costes' con una fuga de cerebros, el riesgo de decadencia es muy alto.


Por supuesto también está el intento desesperado de evitar que las oficinas se devalúen aún más. Pero cuando hay más trabajo que trabajadores, el cambio de ciclo desde los 80 se vuelve inevitable.

[Cadavre Exquis]

UK Bosses Try To Turn Back Clock On Hybrid Working
Posted by BeauHD on Saturday January 04, 2025 @08:00AM from the post-Christmas-blues dept.

As UK workers face a tougher-than-usual January return to offices, many large employers, including Amazon, BT, PwC, and Santander, are enforcing stricter in-person attendance mandates. The Guardian reports:

As of 1 January, BT is requiring its 50,000 office-based employees across the UK and several other countries to attend three days a week in what it calls a "three together, two wherever" approach. Workers at the telecoms company have been told that office entry and exit data will be used to monitor attendance. The accountancy firm PwC is also clamping down on remote working; the Spanish-owned bank Santander is formalizing attendance requirements for its 10,000 UK staff; the digital bank Starling has ordered staff back to the office more regularly; and the supermarket chain Asda has made a three-day office week compulsory for thousands of workers at its Leeds and Leicester sites. The international picture is similar. [...]

Multiple studies suggest that the future of work is flexible, with time split between the office and home or another location, in what has been called "the new normal" by the Office for National Statistics. The ONS found in its latest survey that hybrid was the standard pattern for more than a quarter (28%) of working adults in Great Britain in autumn 2024. At the same time, working entirely remotely had fallen since 2021, it found. One of the most frequently reported business reasons for hybrid working was "improved staff wellbeing," the ONS found, while those who worked from home saved an average of 56 minutes each day by dodging the commute.

UK staff have been slower to return to their desks after the pandemic than their counterparts in France, Germany, Italy, Spain and the US. London, in particular, has lagged behind other global cities including Paris and New York, according to recent research from the Centre for Cities thinktank, where workers spent on average 2.7 days a week in the office, attendance levels similar to Toronto and Sydney. It cited the cost, and average length of the commute in and around the UK capital as one of the main reasons for the trend. Despite this, there has been a "slow but steady increase in both attendance and desk use" in British offices, according to AWA, which tracked a 4% rise in attendance, from 29% to 33%, between July 2022 and September 2024.

"Hybrid working is here, it's not going away," said Andrew Mawson, the founder of Advanced Workplace Associates (AWA), a workplace transformation consultancy. "Even though companies are trying to mandate, foolishly in my view, to have their people in the office on a certain number of days, the true reality of it is different."

Saludos.

[pollo]

https://www.elmundo.es/economia/2023/11/16/6554f05021efa02b6c8b4579.html

Preocupación en las empresas por el aluvión de solicitudes de adaptación de jornada para conciliar

Los Juzgados de lo Social están colapsados ante la cantidad de empresas que deniegan estas solicitudes

""No sólo han aumentado muchísimo las solicitudes de adaptación de jornada en las empresas, sino que también vemos cada vez más peticiones de teletrabajo en el cien por cien de la jornada, lo que se ha traducido en un incremento de la litigiosidad. Hay preocupación en las empresas", advierten desde el equipo de Laboral de Gómez Acebo & Pombo. Cuando un trabajador puede alegar que durante la pandemia siguió trabajando desde su domicilio con normalidad y ahora pide volver a hacerlo para poder hacerse cargo del cuidado de hijos o familiares, los jueces entienden que tiene el derecho a ello ya que su trabajo se puede realizar desde casa, explican."

 

Verá, señor juez. Es imperativo que López vuelva a la oficina porque si no se nos devaluan los hactivos.

[Benzino Napaloni]

https://www.elmundo.es/economia/2023/11/16/6554f05021efa02b6c8b4579.html

Preocupación en las empresas por el aluvión de solicitudes de adaptación de jornada para conciliar

Los Juzgados de lo Social están colapsados ante la cantidad de empresas que deniegan estas solicitudes

""No sólo han aumentado muchísimo las solicitudes de adaptación de jornada en las empresas, sino que también vemos cada vez más peticiones de teletrabajo en el cien por cien de la jornada, lo que se ha traducido en un incremento de la litigiosidad. Hay preocupación en las empresas", advierten desde el equipo de Laboral de Gómez Acebo & Pombo. Cuando un trabajador puede alegar que durante la pandemia siguió trabajando desde su domicilio con normalidad y ahora pide volver a hacerlo para poder hacerse cargo del cuidado de hijos o familiares, los jueces entienden que tiene el derecho a ello ya que su trabajo se puede realizar desde casa, explican."

 

Verá, señor juez. Es imperativo que López vuelva a la oficina porque si no se nos devaluan los hactivos.

¿Por qué están preocupadas las empresas? ¿Acaso no tienen suficientes trucos y zancadillas para deshacerse de los empleados que no quieren retener, aunque sea pagando el improcedente e incluso más para acallar?

Cómo cambia el cuento cuando no hay cincuenta en la puerta y hay que elegir entre trabajar con los que hay o bajar la persiana.

[muyuu]

¿Por qué están preocupadas las empresas? ¿Acaso no tienen suficientes trucos y zancadillas para deshacerse de los empleados que no quieren retener, aunque sea pagando el improcedente e incluso más para acallar?

Cómo cambia el cuento cuando no hay cincuenta en la puerta y hay que elegir entre trabajar con los que hay o bajar la persiana.

la otra película que se oye por el Reino Unido es que es mucho más difícil ascender sin formar parte de las intrigas de la oficina - probablemente haya algo de cierto en ello, sobre todo en middle-management y recursos humanos*, pero con un día o dos a la semana yo creo que ya se intriga bastante

*el "dog whistle" que se utiliza para referirse a esos sectores es "women"

[Benzino Napaloni]

¿Por qué están preocupadas las empresas? ¿Acaso no tienen suficientes trucos y zancadillas para deshacerse de los empleados que no quieren retener, aunque sea pagando el improcedente e incluso más para acallar?

Cómo cambia el cuento cuando no hay cincuenta en la puerta y hay que elegir entre trabajar con los que hay o bajar la persiana.

la otra película que se oye por el Reino Unido es que es mucho más difícil ascender sin formar parte de las intrigas de la oficina - probablemente haya algo de cierto en ello, sobre todo en middle-management y recursos humanos*, pero con un día o dos a la semana yo creo que ya se intriga bastante

*el "dog whistle" que se utiliza para referirse a esos sectores es "women"

El fallo de esa idea es el mismo de mantener la estrategia de la General Electric de despedir al 10% de la plantilla todos los años, aunque no tenga mal rendimiento. Es algo que sólo se podía hacer con más trabajadores que trabajo. En el momento en que se le da la vuelta a la tortilla, el "up or out" se viene abajo y te puedes plantear estancar tu carrera cuando ves que los aumentos de sueldo no compensan los aumentos de responsabilidad y marrones.

Cuatro décadas con más trabajadores que trabajo han pesado mucho, y ahora que la situación se invierte no es fácil cambiar de hábitos. Las mismas intrigas pierden su razón de ser cuando ya no puedes despedir al que te ha salido mínimamente competente.

[Cadavre Exquis]

https://www.pressreader.com/spain/el-economista/20250109/page/31/textview

El teletrabajo para los funcionarios de justicia será reversible y contará la antigüedad o la experiencia

Saludos.

[Cadavre Exquis]

JPMorgan Chase Requires All Workers To Return To Office Five Days a Week
Posted by BeauHD on Friday January 10, 2025 @03:40PM from the pre-pandemic-life dept.

An anonymous reader quotes a report from The Guardian:

JPMorgan Chase is summoning all staff back to the office, becoming the latest corporate giant to call time on era of remote and hybrid working sparked by the Covid-19 pandemic. The US's largest bank, which has some 316,000 employees worldwide, announced on Friday that all workers on hybrid work schedules will be required to return to the office five days a week from March. [...] Few top executives have been more vocal in making the case for working from the office than Jamie Dimon, the veteran CEO of JPMorgan, who -- as early as 2021 -- sought to restore pre-pandemic working habits. "And everyone is going to be happy with it," he told a Wall Street Journal event that year. "And yes, the commute -- you know, people don't like commuting. But so what?"

Even before Friday's announcement, more than half of employees at JPMorgan had already been required to work from the office full-time. In an internal memo to staff, seen by the Guardian, Dimon and other executives acknowledged that "some of you prefer a hybrid schedule" and said they "respectfully understand that not everyone will agree with this decision." "We are now a few years out of the pandemic and have had the time to evaluate the benefits and challenges of remote and hybrid working," they wrote. "We feel that now is the right time to solidify our full-time in-office approach. "We think it is the best way to run the company. As we've discussed before, the benefits of working together in person are substantial and irreplaceable, and as we spend more time together, the more advantages we gain."

Saludos.

[Cadavre Exquis]

JPMorgan Chase Disables Employee Comments After Return-to-Office Backlash
Posted by EditorDavid on Saturday January 11, 2025 @10:07PM from the casual-Friday dept.

"JPMorgan Chase shut down comments on an internal webpage announcing the bank's return-to-office policy," reports the Wall Street Journal, "after dozens of them criticized the move and at least one suggested that affected employees should unionize, according to people familiar with the matter."

The bank's senior executives announced in an internal memo Friday that JPMorgan Chase would require all of its roughly 300,000 employees to work full time from the office starting in March, with only a limited number of exceptions. More than half of the bank's full-time workers, including senior managers and those with client-facing roles such as branch workers, have already been working full time from offices. The move primarily impacts back-office roles such as call-center workers who had still been able to work remotely two days a week...

Many employees shared concerns such as increased commuting costs, child-care challenges and the impact on work-life balance. One person suggested that they should consider unionizing to fight for a hybrid-work schedule, the people familiar with the matter said. Soon after, the bank disabled comments on the article...

The bank's executives said when announcing the move that affected employees would receive a 30-day notice before they are expected to return to the office full time. They also said there will be a limited number of teams that can work remotely or on a hybrid basis if their "work can be easily and clearly measured."

The bank's executives said yesterday a limited number of teams can still work remotely (full or part-time) — but only if their work "can be easily and clearly measured," according to the article. But they also announced how they'd implement the new policy.

Affected employees will receive a 30-day notice before being expected to return to the office full time.

Thanks to long-time Slashdot reader AsylumWraith for sharing the news.

Saludos.