Virtual Vocations, Inc.’s Post

US Labor Department adopts an anti-labor policy against remote work – The U.S. Department of Labor is under fire for its recent return-to-office mandate, requiring employees to be onsite at least five days per pay period by the end of 2024. – Labor unions argue the policy undermines collective bargaining, disrupts work-life balance, and disregards months of negotiations. – Data from the federal government itself contradicts this move, showing remote workers report higher engagement, retention, and performance compared to their in-office counterparts. – By enforcing rigid onsite work, the Labor Department risks alienating its workforce and undermining trust—while ignoring the benefits of flexibility. – Instead of embracing modern, evidence-based practices, this policy sends a mixed message: advocating for workers’ rights while failing to apply those same principles internally. – As organizations rethink the future of work, the Labor Department’s decision stands as a cautionary tale about clinging to outdated models at the expense of progress. Read more in my article for The Hill https://lnkd.in/gr_VkruZ

As remote work continues to be prevalent among many industries, it is more important than ever for employers to understand and proactively address potential issues that may arise as a result of remote work policies. Be sure to join Andrew Zwerling and Lauren Levine for this insightful webinar on the legal implications associated with remote workers.

On May 8th at noon, join Garfunkel Wild’s Andrew Zwerling and Lauren Levine as they address some of the common issues that employers encounter with remote employees and best practices for addressing these issues as the growing trend of telecommuting continues. This webinar will also cover the legal implications associated with remote workers such as anti-discrimination laws, wage and hour, workers’ compensation, workplace safety, paid leave, and drug testing. Register here: https://lnkd.in/eB-S9V5u #EmploymentLaw #HR #RemoteWork

"California employers have until May 8 to submit last year’s pay data to the state. A new requirement this year is submitting information on remote workers, Rad explained. This includes the number of employees who don’t work remotely, the number of remote workers in California and the number of remote workers outside of California assigned to a California site." - HR Drive Sign up for our Newsletter to stay up to date on Employment Legislation Updates! #HRNewsletter #employmentlegislation #remotework

"California employers have until May 8 to submit last year’s pay data to the state. A new requirement this year is submitting information on remote workers, Rad explained. This includes the number of employees who don’t work remotely, the number of remote workers in California and the number of remote workers outside of California assigned to a California site." - HR Drive Sign up for our Newsletter to stay up to date on Employment Legislation Updates! #HRNewsletter #employmentlegislation #remotework

Fair Pay. Remote Work. Just Cause. These are the core issues driving over 600 tech workers at The New York Times to strike—on Election Day in the U.S. It’s a bold move, and one that these employees feel is necessary because each demand impacts their quality of life. In today’s evolving workplace landscape, employees are increasingly unionizing or leveraging their collective strength to demand fair treatment. This strike shines a spotlight on values like fair pay, flexibility, and job security that many employees consider non-negotiable. In today's divisive climate, leaders have a choice: take notice, and collaborate with employees to meet their needs, or risk losing them to organizations that will. #LaborRights #WorkplaceEquity #RemoteWork #FairPay #EmployeeEmpowerment

No surprise here. The biggest benefits of remote work (or "smart-working" as it is called here in Italy) are also the biggest risks. Not having to commute to the office and saving on travel costs is a huge savings for an employee... so why should the company compensate you for the gas you are not using? Not physically in the office when you slip and fall? Why pay for insurance coverage? If you take a long term vision, remote workers are slated to become second class employees. We are already seeing this when layoffs come around, next will be pay scale differentiation. You can't have your cake and eat it too. #remotework #smartworking #thinkahead #backtotheoffice https://lnkd.in/dt9yit4n

When employees work from home in different states, the local laws of the employee's location apply. This can lead to wage issues. For example, while the federal minimum wage is $7.25 per hour, many states have higher rates, some even exceeding $20. Employers must stay informed about these variations to ensure compliance and avoid unexpected penalties. #RemoteWork #WorkFromHome #SalariesAndWages #HRCompliance https://lnkd.in/gGzawpXu

As more employees work remotely, many employers are facing complicated questions about locality pay. Follow these five tips on setting geographic pay differentials for a remote workforce: https://lnkd.in/eGDnqzdA