“We have listened and learned,” CEO Charlie Scharf said in an email to employees worldwide.
U.K. employees were reportedly so distressed by the move they were considering legal action. "We did not fully appreciate the level of impact this would have on those employees with existing arrangements,” said CEO Scharf. He originally backed the move citing increased collaboration and quicker decision making, but after the employee outcry, announced he was rethinking the move.
RA 11165 or An Act Institutionalizing Telecommuting as an Alternative Work Arrangement for Employees in the Private Sector encourages employers to adopt telecommuting - a work arrangement that allows an employee to work from an alternative workplace with the use of telecommunication and/or computer technologies.
The new law does not require employers to offer telecommuting, it simply requires that if they do, they ensure they are treated no differently than other employees. It specifically mentions having appropriate training, technology, and access to colleagues and advancement opportunities. These have proven critical to the success of work-at-home programs in the U.S. and elsewhere, so it's good to see them baked into law.
Reducing traffic and improving work-life balance are the primary drivers of the telecommuting law.
About 135 million Americans commute to work, and according to a 2016 survey by research firm Global Workplace Analytics (GWA), 50 percent of them have jobs they could do remotely at least part time. If all those workers skipped the commute just every other day, we could reduce greenhouse gas emissions as much as we would by taking 9 million cars off the road.
The article points to employer and employee benefits of remote work including reduced work-life conflict, lower greenhouse gas emissions, a reduction on the outbound migration of talent, and even...increased voter turnout!
Gallup finds huge shift in employee engagement among remote employees. Highest now among those who do so 60-80% of the time, up from 20% of the time just last year.
All employees who spend at least some (but not all) of their time working remotely have higher engagement than those who
don’t ever work remotely. And the tipping point for optimal engagement has
increased dramatically — from less than 20% of time to 60% to 80% of time
The report also found those who work remotely 2-3 days a week feel substantially more productive than those who are office-bound or are who work remotely less frequently.
I just finished reading a telecommuting research report published by oneDrum.com, a U.K.-based company that’s working on making Word, Excel, and Powerpoint truly collaborative. In other words, you and your virtual colleagues could be simultaneously working on the same document! Based on a November 2009 survey of over 1,200 U.K.-based employers and employees, oneDrum found that the inadequate technology, not worker mistrust, was the top...