Remote Work – Servers Under The Sun Fri, 07 Jan 2022 21:24:00 +0000 en-US hourly 1 Remote Work – Servers Under The Sun 32 32 Teleworkers and the DEI impact of the Zoom ceiling Fri, 07 Jan 2022 21:24:00 +0000

The virtual workplace might not get you anywhere, but sadly neither will the discrimination many remote workers face.

According to Upwork, there will be approximately 36 million remote workers in the United States over the next three years, and women and minorities in particular are at risk of falling into the “zoom cap,” a term for potential barriers to the career that remote work is. to create.

“The Zoom ceiling is akin to the glass ceiling in that it prevents people from reaching higher levels of leadership,” says Dr. Elora Voyles, industrial organization psychologist and human resources scientist at the company. of Tinypulse workforce management software. “And women and minorities are more likely to choose remote jobs, which creates more invisible barriers in their career progression.”

Read more: Menstrual equity: what it is and why it can help with attraction and retention strategies

According to Tinypulse, male HR managers view returning to the office 12.5% ​​more favorably than female HR managers, a value that has more than doubled in a few months, from 5.9%. The Future Forum found that 87% of Asian employees and 81% of black employees wanted a hybrid job, compared to 75% of white employees.

Although women struggled with the move to estrangement, it was beneficial for some who were able to balance caregiving responsibilities and work. And minorities have also benefited from the remoteness of the physical workplace, says Dr Voyles.

“Minorities choose remote work because it is a way to avoid the micro-attacks to which they might normally be subjected in the workplace,” explains Dr Voyles. “In person it’s a little easier for someone to comment out of color than in a Zoom setting.”

Read more: This CEO’s speech impediment led him to rethink virtual recruiting

While Future Forum noted that black workers were 26% more likely to feel treated fairly compared to the 2020 results, virtual harassment can take place regardless. But while remote working can put a certain distance from potential ignorance, it can also mask professional achievements, says Dr Voyles.

“Managers don’t have a complete view of the impact of remote workers in terms of performance and contributions,” she says. “There aren’t a lot of opportunities for casual conversation or even mentoring. Managers may mistakenly believe that remote workers are not as dedicated. “

Dr Voyles suggests recognizing the inequality between in-person and remote workers by putting in place clear policies regarding communication and performance expectations. This means frequent one-on-one meetings with managers, consistent feedback, and checks across teams.

Read more: Does everyone in your business get a fair image? This is what it means to democratize talent

This also extends to equality within these meetings: Hybrid teams should all enter meetings from their computers, whether in the office or not, to avoid sidebar conversations and less engagement. virtual. In addition, employers will need to revise their performance appraisal methods to assess remote workers equally.

More importantly, leaders must articulate policies that increase flexibility for all workers, to prevent unfair assumptions from being perpetuated, says Dr Voyles.

“A lot of people who work in person may think remote workers are less engaged or don’t do things with the family,” she says. “It is important to allow everyone this flexibility so that there is not this negative connotation with remote working. “

Remote work is here to stay, and to foster equality it may be to change the way management and employees view work. Flexibility should be seen as the norm and not as a weakness for those who check in from home.

“The Zoom cap is something that a lot of people relate to, and it’s very real,” says Dr. Voyles. “It is going to have an impact on career opportunities if human resources and business leaders are not proactive in ensuring that these opportunities are equal and fair.”

Source link

A dozen reasons to be happy, despite everything Wed, 05 Jan 2022 23:36:35 +0000

Judging by the headlines, there is nothing to be happy about. We are in the midst of a seemingly endless pandemic, mental health is deteriorating, political polarization is historically high, the planet is heating up, and soaring inflation is dominating economic news.

But take a step back and the picture becomes less gloomy. In many ways, life in the United States is improving. This is in part because the growth of the economy and stock prices in the United States, driven by the technology sector, is and will continue to be much stronger than in most other advanced economies. The pie gets bigger.

In addition, a tight labor market and faster wage growth benefit workers, especially in manual and in-person service jobs. The pie is more evenly distributed. And the shift to remote work is allowing millions of Americans to spend less time traveling and living in bigger, better homes.

These trends are expected to continue for years to come. Here are 12 reasons why life in the United States is improving:

The United States is growing faster than most other advanced economies thanks to its technology sector

1. The technological engine. Since 2017, the US economy has grown significantly faster than most other advanced economies, especially those in Europe. Higher labor productivity and rapid growth of the technology sector have boosted this. One of the main comparative advantages of the United States is in technology, which happens to be one of the fastest growing sectors in the world economy.

2. Gains in technology company stocks and stock prices. Owners, shareholders, and workers of tech companies disproportionately benefit from these gains. Over the past five years, the financial assets of U.S. households have grown by more than 50%, largely due to the growth of technology companies. US stock indices have risen much faster in recent years than those of most other countries. Some of the gains will extend beyond the owners of the shares. Tech workers and businesses spend a large portion of their income on goods and services in the communities in which they live and operate, which will generate jobs and income for all workers.

3. Technological growth will not stop. The pandemic has dramatically accelerated the shift to online activity and the digital transformation of businesses and consumers, which would otherwise have taken years. This leads to faster growth in global technology demand. This helps the United States dominate specific technology industries that have grown rapidly in recent years, such as online shopping and payments, cloud services, cybersecurity, commercial software, social media, online advertising and on-demand entertainment content. . There is no sign it will slow down anytime soon.

Workers get a bigger slice of the pie, especially lower paid workers

4. Tight labor market drives wage growth. The share of workers’ compensation in GDP has increased in recent years, driven by the tightening labor market in the United States and faster wage growth. Basically, the baby boomers were retiring and the associated stagnation in the number of working-age people. That number itself declined in 2020 and 2021 – for the first time in U.S. history – and with more baby boomers reaching retirement age, it is not likely to change in the next decade.

5. Rapid wage growth will continue. Labor shortages in the United States in the second half of 2021 were the most severe in decades. The reduction in labor supply due to the pandemic has been behind much of the squeeze. Most of the impact of the pandemic will likely be gone in a year or two, but labor shortages will persist for the rest of the decade. Job growth, especially in in-person service industries, is likely to be strong in 2022. By 2023, the unemployment rate is likely to reach 3%, the lowest in about 70 years. History shows that once unemployment begins to fall, it will continue to do so until a few months before the next recession. Therefore, the unemployment rate is expected to remain historically low over the next 5-10 years and a tight labor market will push higher wages.

6. It is a labor market. Higher wages aren’t the only way tight labor markets are helping workers. First, the risk of being made redundant is lower. Second, workers are more likely to move on to better jobs. Third, social benefits, other non-monetary job characteristics, and overall job satisfaction tend to improve in tight labor markets.

Wage inequalities and poverty are declining

seven. Non-university salaries are growing faster. Workers without a university degree have experienced tighter labor markets than those who have since 2016. The discourse on slowing the growth of the working-age population masks two opposing educational trends: the number of working-age people bachelor’s degree holders increase by around 2% per year. while the number of unlicensed people willing to take on manual jobs is declining. This is likely to support the labor shortage and rapid wage growth among manual workers over the next decade. Strong wage growth for manual workers has led to declining wage inequalities and poverty rates over the past seven years – and will likely continue to do so for the rest of the decade.

8. Manual workers can’t work remotely – and will be better paid. Because blue collar jobs cannot be distant, they will become relatively less attractive. This means that the number of workers entering these occupations is likely to decline and may cause employers to offer higher wages to fill the positions.

9. Focus more on equity. American businesses are more focused on equal opportunity, with business leaders indicating a desire to diversify further. Indeed, US CEOs told the Conference Board in late 2020 that recruiting a more diverse workforce and creating a more inclusive culture would be among the top human capital management issues of 2021. This focus can reduce racial wage gaps. The difference between what white and black workers earn started out big and only grew up in the 2010s, despite efforts to reduce it. But that trend reversed between 2019 and 2021. Conference Board research shows that more black workers are finding well-paying jobs, a possible result of social protests and the growing commitment of American companies to racial equity. .

Teleworking improves quality of life

ten. Less trips and bigger houses. At some point in their lives, many workers have had to decide whether to live in smaller houses close to their work in city centers, in part to reduce commuting time, or to live in larger houses. larger more distant. Now they can do both.

11. Well-paid jobs more geographically distributed. In the decade or two before the pandemic, growth in the highest paying jobs occurred in a handful of coastal cities. As remote working expands, companies are expanding their businesses and hiring well-paying employees elsewhere. This will lead to a more even geographic distribution of income and wealth in the United States.

Jobs are improving

12. The number of good jobs is increasing. New entrants to the labor market tend to be more educated than their predecessors and are likely to have more than satisfying careers. Between 2000 and 2021, the share of executives and executives in total employment rose from 34 to 43%. The long-term shift from manual services and routine clerical jobs to more satisfying professional jobs is expected to continue, further increasing overall job satisfaction.

COVID-19 spreading faster than ever, it’s hard to see half the glass full. But history can judge the 2015-2030 period as one of a significant improvement in the quality of life for most Americans, especially compared to other advanced economies. Maybe there is something to be happy about after all.

Source link

Remote working trends are gradually advancing Tue, 04 Jan 2022 02:50:45 +0000 BANGKOK: The requirement for employees to be present in the office is disappearing, which means that the growing trend towards “workstations” and the increase in the number of digital nomads should allow Thailand’s tourism industry to rebound faster.

Photo: Bangkok Post.

MBO Partners’ State of Independence report shows that there were 15.5 million digital nomads in 2021. This figure represents a 42% increase from 10.9 million in 2020, reports the Bangkok Post.

Taking advantage of the changing work culture, the Thai government recently approved an economic stimulus and investment promotion plan.

These incentives target highly qualified foreign professionals and new digital nomads for five years.

Thailand Tourism Authority Governor Yuthasak Supasorn said many cities in Thailand are considered preferred work destinations due to their low cost of living and natural attractions.

Mr. Yuthasak advised tourism operators and the hospitality industry to prepare for an increase in demand for long-term stays and 3-9 month vehicle rentals.

In 2022, companies will prioritize positions that allow them to maintain a remote working model while simultaneously adding value in areas that generate profits faster than others, such as roles in digital marketing, said the Confederation of Thai Trade and Industry Employers (EconThai). .

“Professionals in this field don’t need to come to the office, but they can help businesses attract new customers online to meet sales goals and can also go out to meet existing partners face-to-face and maintain. good relations, ”said EconThai. vice-president Tanit Sorat.

Mr Tanit said the second type of occupation in high demand will be IT-related positions, as they can access people’s computers virtually with permission to offer their support, solutions and services.

Other highly skilled positions include those in the manufacturing sector, such as production engineers and quality control inspectors, he said.

According to Mr. Tanit, the professions considered “less hot” on the future labor market are accountants, customer assistants and administrative assistants.

The decrease in demand and the importance of these roles are attributed to advances in technology and software that can automate much of their work, he said.

Source link

NEW REPORT: Best careers for remote jobs in 2022 | KAMR Wed, 29 Dec 2021 22:24:39 +0000

(ABC4) – As Americans demand better benefits and a better work-life balance, employers are realizing that providing employees with permanent remote work opportunities will help fill desperately needed vacancies. to be provided.

A new report of Ziply Fiber says companies that don’t offer remote working in 2022 will see a 30% increase in quit rates. Due to this predicted future trend, Ziply Fiber analyzed data from the United States Bureau of Labor Statistics, among other resources, to determine the best remote jobs and workplaces in 2022.

Here are the best jobs for remote work that require a degree

  1. Software Developer (Average salary of $ 114,704)
  2. Registered nurse (average salary of $ 79,553)
  3. Psychiatrist (average salary of $ 255,644)
  4. Digital Marketing Specialist (average salary $ 60,928)
  5. Computer Systems Analyst (average salary of $ 70,214)
  6. Data Scientist (average salary $ 114,060)
  7. Speech-language pathologist (average salary of $ 92,073)
  8. Information Security Analyst (average salary of $ 82,165)
  9. Statistician (average salary $ 98,205)
  10. Operations Research Analyst (average salary $ 84,810)
  11. Occupational therapist (average salary of $ 82,165
  12. Web Developer (average salary $ 68,610)
  13. Genetic counselor (average salary of $ 81,880)
  14. Medical writer (average salary $ 71,703)

If you don’t have a college degree, no worries! This new report also ranked the best remote jobs that don’t require any degree.

Here are the best jobs for remote work that don’t require a degree

  1. Customer Service Representative (average salary of $ 361,700)
  2. Virtual administrative assistant (average salary $ 59,781)
  3. Tutor (average salary of $ 54,174)
  4. Graphic design (average salary of $ 50,618)
  5. Translator (average salary of $ 45,466)
  6. English teacher (average salary of $ 25,487
  7. Freelance writer (average salary $ 54,869)
  8. Social media consultant (average salary $ 43,096)

With most of these jobs requiring virtually only access to a computer, the idea of ​​working from home – which seemed to be such an alien idea before the pandemic, is now a determinant of why a person might pursue a job. rather than another.

For those looking for a career change or simply unwilling to return to the office, the opportunities will be plentiful in 2022.

Source link

MoMA to mandate COVID-19 boosters for all staff, email leak reveals Mon, 27 Dec 2021 22:05:48 +0000

New York’s Museum of Modern Art (MoMA) will require COVID-19 booster injections for all staff amid an alarming increase in Omicron cases across the country. The museum will extend remote work until January 31 for some employees, but front-line workers in retail, security and visitor services will still be required to work on-site and will receive a daily bonus of $ 50, according to an internal to staff email obtained by Hyperallergic.

“As we prepare for the holidays and the following weeks, out of prudence, we have decided that the MoMA employees who work at the Museum and at QNS [MoMA’s library branch in Long Island City, New York] and who can exercise their professional responsibilities while working remotely can, with the authorization of their managers, work at home from December 27, 2021 to January 31, 2022 ”, indicates an e-mail sent by the human resources department of the museum on December 22. According to the email, all staff will return to work on site on February 1.

The email goes on to announce that MoMA will “extend the requirement to be fully immunized to include a booster vaccine” within seven days of a worker’s eligibility to receive one (six months after vaccines Pfizer and Moderna and two months after a Johnson & Johnson vaccine). Workers who are eligible to receive a recall before January 31 must prove that they received the recall before that date. Those who will become eligible for the booster after the January 31 deadline must provide HR with the completion date of their first two vaccines by the end of January and show proof of a booster within one week of their eligibility date.

New York State’s COVID-19 cases have increased by more than 80% in the past two weeks due to the spread of the highly transmissible variant Omicron. The number of cases reported last week was the highest since the start of the pandemic. Last week, the Metropolitan Museum of Art announced that it had reduced its visitor capacity to 10,000 per day, halving its average daily attendance during the holiday season, and suspended meals in its cafeteria to contain the risk infection. Prior to that, the Metropolitan Opera became the first New York institution to require proof of a recall from its staff, artists, and audiences.

In an email to Hyperallergic, a MoMA spokesperson confirmed the new security measures, saying they were based on the The Key to New York COVID-19 vaccination mandate for companies, which requires all staff to present proof of at least one dose of vaccine starting today, December 27 (workers will have 45 days to prove their second dose of vaccine Pfizer or Moderna; they are still not required to show proof of a recall).

“Since our reopening to the public in August 2020, we have required face coverings for all staff and visitors aged 2 and over in all interior areas of the museum campus,” the spokesperson added, also noting that the daily capacity of the museum remains limited to less than 10,000. visitors.

A public MoMA employee who spoke to Hyperallergic on condition of anonymity criticized the new security guidelines as insufficient, accusing the museum of pursuing a “sticks and carrots” policy.

The worker noted that the museum paid frontline workers the same daily bonus of $ 50 at an earlier stage of the pandemic, but has since shut down “although things were still bad.”

The worker, who says he recently recovered from COVID-19, accused the museum of failing to safely deal with an alleged wave of infections among staff.

“I informed HR that I had tested positive for COVID and was experiencing symptoms while on the job, but they never sent an email notifying other workers I was in contact with.” , said the worker. “I personally informed them that I had tested positive and encouraged them to get tested.” MoMA did not respond to these allegations.

When asked how the museum could better address its security concerns, the worker said MoMA should follow the Met’s lead and reduce attendance to “avoid bottlenecks and allow for greater distancing social ”.

“I would expect the museum to slow down a bit and take density out of the equation, but I guess they don’t want to waste any money.”

“The health and safety of our staff and the public remain MoMA’s top priority,” the museum spokesperson said in response. “We are working closely with health experts and government officials to stay abreast of the latest COVID-19 information and remain vigilant in our efforts to protect the health and safety of all. “

The Corcoran School of Arts and Design is seeking applications for full-time professors in art history, design, interior architecture and theater, as well as exhibition staff.

He mastered the textures of frosting, meringue, and donut frosting, but was also known for his dizzying cityscapes and pop humor.

One thought experiment that I sometimes engage in is wondering what kind of god would make the world that is represented in the work I see.

Seeing On the Edge purely in terms of art history lacks what the Quinn family and their guests have enjoyed for years, that their collection is truly all about friendship and encouragement.

Tarot in Pandemic and Revolution restores the tarot’s enduring ability to offer structure and guidance in times of social unrest.

Source link

]]> Treating remote employees fairly in a hybrid team is crucial. here’s how Sun, 26 Dec 2021 07:31:44 +0000

When the pandemic struck, many of us faced unexpected challenges, juggling work and life. Some of us have suddenly taken on extremely atypical caregiving or teaching responsibilities, others have been confined to small living spaces day in and day out, while being catapulted into a seemingly open work-from-home setup.

In new ways, we’ve realized the benefits of a much more flexible work environment and support system. Today, many of us want to maintain this greater flexibility in the way we work, while continuing to grow and prosper in our careers. Step into the hybrid workplace.

Now more than ever, it’s time to embrace new, agile and inclusive ways of working. While a hybrid working model can certainly meet our growing need for flexibility, success will lie in helping foster a working environment that is not limited or affected by where or how someone is. ‘A work.

In the past 20+ months, employers have learned that remote work inequality is one of the main challenges that accompanies working in mixed teams. For those of us in leadership roles, we have the opportunity to continue to evolve what inclusion looks like in today’s hybrid workplace. I suggest starting with the following three opportunities:

Raise awareness of inclusion in a hybrid model

With a hybrid working model, it is important that employers equip their employees with the skills necessary for effective and inclusive collaboration with people who work in different locations.

● Provide advice on how to reduce stigma in person so that everyone has the opportunity to make an impact, no matter where they are.

● Have hybrid teams create custom plans based on the individual needs of team members, including location and schedule.

● Foster a culture of belonging by encouraging teams to have open conversations, both virtually and in person, that provide a safe space to share needs and recommendations on what works and what doesn’t.

Build meaningful connections and relationships between hybrid teams

While it may seem easier to connect with colleagues who work with you in person – or it may just be a role model that is more familiar to you – it is essential that we give everyone an equal chance to connect.

From chatting with employees throughout the pandemic, I learned that something as simple as having a meaningful connection and face-to-face conversation (even via video) with a peer or leader was one of the main reasons someone decided to stay with the company. As we move to our hybrid work environments, we must continue to invest in collaborative technologies and train the workforce in digital skills so that everyone can bond personally, whether virtual or in person.

Create learning and development opportunities for everyone

As you develop your hybrid workplace plans, establish how employees will have equitable access to learning and development opportunities. Make sure you remove unnecessary restrictions on where, when and how your employees learn, and keep the programs simple and user-focused.

Also consider new resources and training specifically focused on leadership skills to manage and work in mixed teams. Keep in mind that the hybrid workplace is still a relatively new concept to many, and it will take new skills to flourish. Personalized training such as “how to get the most out of virtual meetings” or “how to present when you’re not in the room” will go a long way in ensuring fair visibility for remote employees.

These are three ideas that I have seen working in our company. There is no playbook to follow. Our hybrid journeys won’t be perfect, but I’m confident that by providing more choice for employees, we can support a workplace that can work for everyone.

With intentional planning, a willingness to reinvent the possible, and helpful implementation guidance, we can create effective and inclusive hybrid work environments to help employees succeed. And let’s not forget to give ourselves and each other a little grace and patience as we get there.

Kimberly Jones is Head of Talent Strategy and People Experience at PwC. She wrote this column for The Dallas Morning News.

Find it Full review section here. Do you have an opinion on this problem? Send a letter to an editor and you might just get published.

Source link

City workers ask for remote work option as Omicron spreads Fri, 24 Dec 2021 02:33:54 +0000

As the Omicron variant rises, vaccinated city workers say they aren’t notified when someone in their office tests positive for COVID-19 – and they’re begging Mayor Bill de Blasio to let them work remotely.

Below advice distributed by the city, only unvaccinated employees and those more than two weeks from a second injection are notified of positive cases in their office.

Some employees who spoke to THE CITY said they discovered positive cases through word of mouth – or, as one Children’s Services Administration employee put it, when they noticed that the offices of the colleagues absent for more than a week were cleaned without explanation.

“City workers have already sacrificed too much. How many positive files do we have to go through before the town hall decides to protect them? Henry Garrido, executive director of DC 37, New York’s largest municipal workers’ union, said Thursday – calling a telecommuting option “a long time ago.”

“Our members have proven that they can do their work from home,” he added. “They cannot continue to be used as pawns in a political game.”

Remote working has become the norm for most of the city’s office workers after the first COVID outbreak in March 2020. But at the end of this summer, Once vaccines became widely available, de Blasio ordered staff to return to full-time in-person work.

A spokeswoman for the mayor, Danielle Filson, highlighted the city’s high vaccination rates and other safety measures as part of the city’s protection for workers.

“Vaccination is the best way to protect yourself from COVID, and every employee in the city is vaccinated and masked, thanks to the strong mandate that the mayor put in place months ago,” she said in a communicated. “We are in constant communication with our health officials and any decision regarding remote working will be based on health and science, as well as recommendations from our doctors. “

The number of hospitalizations for vaccinated people was significantly lower than for unprotected people. Still, they can still catch and spread the Omicron variant, because was the case with New York State Health Commissioner Dr. Mary Bassett.

Nearly 23,000 people tested positive in New York City for COVID on Wednesday, breaking records set earlier in the week, state data showed.

The growing workload has many municipal workers on edge.

“It seems to me that it is more about the mayor who says to himself ‘All is well, all is well’, but it is to the detriment of the employees of the city”, said a senior official of the Ministry of Social Services, adding that there had been clusters of positive cases in their office over the past two weeks.

Set to work

On Wednesday, agency and unit heads of city administration departments received a reminder of the attendance policy – doubling the retention of employees in their offices, even if they have been exposed to COVID.

“Please remember that all city employees have returned to work in the office and telecommuting is only allowed on a very limited basis,” reads the email, sent by “the restart team of the agency “at the town hall and obtained by LA VILLE. “Agencies do not have the discretion to implement a teleworking policy on their own. “

A COVID testing site outside of Brooklyn Borough Hall on December 20, 2021.
Ben Fractenberg / THE CITY

Employees who test positive or show symptoms of the virus are urged to stay home, as are any workers who have not been fully vaccinated and who have come into contact with someone who has had COVID in the past. Last 10 days, according to the missive.

But employees who are vaccinated and may have been in close contact with an HIV-positive person should still come to work as long as they are asymptomatic, the email advised.

“Close contact” is defined as a person who has been within six feet of a person for at least 10 minutes in a 24 hour period.

Filson said every city employee who may have been exposed to someone with COVID should be notified.

De Blasio defended the city’s response on Wednesday and noted that 94% of the workforce is vaccinated.

“We care a lot about our workforce, which is why we provided a healthy environment and this is why we made vaccination mandatory,” he said.

“If someone tests positive, then of course they are entitled to a very generous sick leave,” added de Blasio. “If they get a negative result, they are negative. It’s simple in that sense. But we have to make this city work and it is our responsibility as public servants. We have to make this city work and that is what we intend to do.

Double standards and fears for safety

But the workers, who asked not to be nominated by THE CITY for fear of reprisal, said there was a double standard in some agencies – with top bosses and commissioners working remotely while their subordinates were forced to go. ‘enter the office.

And at least one agency, the Financial Information Services Agency, instituted a remote option this week, while officials in other departments insist agencies can’t set their own telecommuting policies, according to emails reviewed. by THE CITY.

City employees LA VILLE spoke to said they feared for their safety at work, despite high vaccination rates.

Some have also decried the lack of consistent application of masking.

“I started using a different bathroom months ago so I wouldn’t have to walk through a division where almost everyone was in cubicles without a mask,” said an employee of the Department of Consumer Protection and workers.

And some COVID-positive city workers said they could only take advantage of a paid vacation policy if they had the results of a PCR test, not a rapid test – a point of frustration given long queues at test sites.

Not accommodating

Meanwhile, city workers with increased health risks or disabilities that affect their jobs say they have continued to fight for the accommodations they are entitled to under federal law. Americans with Disabilities Act and that of the city law. They continue to face the absence of a teleworking policy in the city.

A Ministry of Education employee is prohibited from working from home even though she first requested to telecommute as a reasonable accommodation in the summer after finding out she was pregnant.

DOE officials have closed or denied his requests, saying they are no longer providing accommodations for COVID-related risks, according to emails reviewed by THE CITY. This is an apparent violation of the guidelines of the city’s Human Rights Commission.

The pregnant employee said she was working with UNHCR to try to find a solution with the education department, but she is still waiting.

Source link

Will telecommuting last until 2022? Business plans always on the move Wed, 22 Dec 2021 12:30:00 +0000

CLEVELAND, Ohio – Trends show fewer people are working remotely, but Greater Cleveland’s largest employers are still deciding whether the return to the office will be necessary in 2022.

Now they’re making that decision in the face of the delta and omicron variants – and whatever we plan today, the situation could be completely different by January.

As the holidays approached, the trend was to return to the office. According to data from the United States Bureau of Labor Statistics, only one in three people who worked remotely in May 2020 were still doing so in November. The question is whether this trend will continue.

“Right now I think pretty much everyone has adjusted to some form of return to work,” said Doug Price, CEO of K&D Group, one of the largest business owners in the Cleveland area. .

Federal data shows that 35.4% of all workers telecommuted due to COVID-19 in May 2020 when the BLS started tracking this. In November 2020, this share fell to 21.8%. A year later, only 11.3% of employees work from home because of the virus.

The more educated people are, the more likely people are to work from home. People aged 25 and over with a bachelor’s degree or above worked remotely 59.6% of the time in May 2020, almost four times the rate of those with only high school diplomas (15.3 %). In November, 21.3% of college graduates worked remotely; 3.5% for high school graduates.

Work data only counts people working from home because of COVID-19, and not people working from home for other reasons. If a business moved away permanently, employees would not count towards these totals.

What big employers are saying

Greater Cleveland’s largest employers appear to be reopening to some extent, and many are still in the process of finalizing the details.

KeyBank reopened Key Tower and its Higbee and Tiedeman facilities to all employees over the summer, said spokesperson Matthew Pitts.

The company has approximately 17,000 employees nationwide, including offices and branches. About 20% of them work from home. Half work in the office four or five days a week and 30% spend three days in the office.

About 1,000 KeyBank employees assigned to downtown Cleveland headquarters and other offices in Northeast Ohio continue to work remotely, he said.

“One of the things we’ve learned over the past year is that a lot more of our tasks can be performed efficiently from remote locations – and more of our teammates are willing to give up allotted office space. to retain that flexibility, ”Pitts said.

He said workspaces are being redesigned to accommodate mobile working and employees can reserve space online before entering. KeyBank is currently renovating certain floors of Key Tower and parts of its Tiedeman campus to be more “mobile friendly”.

PNC Bank opened its buildings on June 14 and allows workers to enter on a voluntary basis. Spokeswoman Shannon Mortland said PNC remains flexible as it monitors the COVID environment.

Progressive, headquartered in Mayfield, is always on the move, spokesman Michael Ferrari said. The company is still in the process of finalizing its plans for future work.

JP Morgan Chase is monitoring the “fluid” situation, spokeswoman Stephanie Gostomski said, but employees have been returning for several months.

She said some are in five days a week while others come half the time. Some teams are piloting hybrid work schedules, she said.

Sherwin-Williams, Eaton and Parker-Hannafin did not respond to requests for comment.

K&D Group regularly surveys its tenants. Price said many of those companies started returning this summer.

Commercial parking lot usage is around 80% from 2019 levels, he said. K & D’s residential lots are empty again during the day, as people are likely leaving for work. And he said most companies renew leases.

“It’s not this foretold disaster that everyone was talking about,” Price said.

A vote for working from home

Business coach and consultant Cheryl Perez doesn’t see a rushed return to the office.

She predicted that companies will continue to adopt remote and hybrid work models; both because the pandemic has shown that they can work and because the young talents entering the market demand it.

“We’ve been through 22 months of proving that we can handle working from home and it won’t deteriorate everything,” said Perez, owner of a Brecksville-based consulting firm operated under his name.

Perez let her own employees work remotely, although she prefers to go to the office. She saved money by reducing the size of her space, but said she and her employees have found a better work-life balance.

Perez said she believed the forced return of employees to the office was contributing to the “big resignation.” Bosses may think offices work better, but workers feel different.

“Once people started saying you had to come to the office, people started quitting their jobs,” Perez said.

The ability to work from home could help manage factors that prevent people from working, such as lack of child care and health issues. Perez said many women prefer it as well, as they are often faced with extra work around the house.

Even she isn’t 100% comfortable with not being able to monitor her employees. But she said she realized that someone who looks busy isn’t always productive, and remote working made her pay attention.

Perez said larger companies would likely retain headquarters and office positions, but increasingly they will need to consider whether the positions can be remote. Small businesses will have the hardest time pivoting, she predicts, as executives will have less time to put effort into a hybrid transition.

The Price Company of 350, however, never left the office. He said K&D Group has mitigation strategies in place, like cleaning and social distancing, and is now a fully vaccinated company.

“From the start, I said you can’t keep the corporate culture alive forever with remote working,” Price said.

Perez disagrees.

“Every business owner really needs to get out of their head and think about the future, and not only what they want their business to be, but also where they want their fashion to be. of life either, “Perez said.

Source link

Leadership 2021: At Best Buy Canada, Carol Graziani has seen remote working make employees happier and more productive Mon, 20 Dec 2021 23:09:44 +0000

Credit: Best Buy Canada

Going virtual has only reinforced the retailer’s already strong diversity and inclusion efforts, according to Graziani

Not all businesses in British Columbia needed a pandemic to show them the benefits of remote working. Take Best Buy Canada, which was heading towards a virtual model for its corporate staff before COVID got things done.

“We were already starting to hear from our incumbents and candidates that people wanted more flexibility,” says Carol Graziani, the retailer’s new director of diversity and inclusion. “So we were going in a more conservative way anyway, and when the pandemic happened and we really saw the potential for real, total freedom and flexibility, we thought: Why would we want to we go back? “

Graziani says the change was successful in several ways, with more collaboration across departments and an overall increase in productivity. “Now when you’re online and tackle something together, it’s pretty focused and pretty determined. “

Remote working has also given many employees the flexibility to move out of the Lower Mainland for more affordable housing, as well as greater flexibility for personal matters like family, medical appointments, and exercise. “It’s just a lot more, I’ll say, human, even if it’s virtual,” Graziani says. “It leaves room for everyone’s humanity.”

Now that its corporate team of 1,200 people can primarily work from home, Best Buy continues to move from Burnaby to a new headquarters in Mount Pleasant. Scheduled to open next February, the building will provide the company with a brick-and-mortar space for complex collaboration, team building and supplier meetings.

While some staff may be happy to never return to the office, this is not one size fits all. “We also know that some people don’t thrive in isolation or may just need a change,” Graziani said. “We see the new office as the flexible combination of ‘me at work’ and ‘we work’, when that makes sense.”

Best Buy Canada

Credit: Best Buy Canada

After conquering the WFH, Best Buy will use its new Vancouver headquarters for in-person collaboration

Excluding exclusion

During her 15 years with Best Buy Human Resources (previously HR Director), Graziani has consistently advocated for inclusion through education and other initiatives, focusing on focus on the LGBTQIA + community. His new role was created to unify actions taken by various parts of the organization, efforts that going virtual has only helped.

“It opened doors for sharing that we had never really seen before,” says Graziani. “So because we have the technology, because we can organize this type of meeting across space and time, we were able to invite a lot more people to participate. “

One of the ways Best Buy fosters an inclusive environment is to keep the conversation going, which allows employees across the company to share and respond to personal stories. Recent sessions have focused on Indigenous History Month and Pride Month. Another program is Inspire Talks, which allows one person to choose a topic for the group to explore.

But the company has always been an ally. “No one celebrates pride like we do,” says Graziani. “Our work to help LGBTQ employees feel accepted is long-standing and ongoing. “

Over the past few years, Best Buy has found different ways to step up efforts for LGBTQIA + employees, such as providing pronoun options on name tags to support non-binary staff, financial benefits for people in gender transition and toolkits that help managers and employees support their colleagues through the process.

Loud and clear

Although Best Buy was already moving towards remote working, no one was ready to make an online transfer when the pandemic started. Graziani says it challenged her to grow as a leader and adjust to a new normal. “The best leaders know they don’t have to be the smartest person in the room, but they have to be the best listener,” she observes. “I always thought that was one of my strengths. And the experience during the pandemic served to amplify my belief in that. “

But Graziani says the digital shift has presented its own barriers for technologically challenged people, with some departments doubting it will work. “And that, I would say, is one of the best learnings of this process,” she notes. “When you go to people and say, How do we make this work, they escalate.”

Source link

Harvard announces January’s shift to distance learning, works as COVID-19 cases rise Sat, 18 Dec 2021 21:16:13 +0000

Harvard University said on Saturday it would switch to distance learning for several weeks in January amid an increase in new cases in the region and across the country.

In a letter to the school community, Harvard officials noted that during the first three weeks of January, “we will take steps to reduce the density on campus by shifting much of our learning and working remotely.”

The letter said that students who had received approval from their specific school or a previous authorization would be the only students allowed to stay or return to campus during the three-week period.

Harvard officials have acknowledged that some programs, including those requiring lab work, will continue in person, but said others will move to remote work.

School officials said the move was to be temporary, with “a return to more robust activities on campus later in January, public health conditions permitting.”

“Please know that we are not taking this step lightly. This is being brought on by the rapid increase in COVID-19 cases locally and across the country, as well as the growing presence of the highly transmissible variant of Omicron, ”Harvard officials wrote. “It is reinforced by the advice of public health experts who have advised the University throughout the pandemic. As always, we make this decision with the health and safety of our community as our top priority. “

Earlier this week, a school district in Maryland also announced that it would temporarily switch to distance learning.

The announcements come as the United States has started to see a slight increase in cases and the spread of the omicron variant, which scientists are rushing to learn more about.

Source link