In this new era of work, employees who work at an office are finding that return-to-work policies can be tricky.
We’ve heard stories from workers about companies that have changed work arrangements from remote, part-time remote to full time in-office. We’ve heard about fears over whether an employer can promise one working arrangement, only to change it weeks or months later. And we’ve heard questions about what protections unions may or may not offer workers when it comes to returning to the office.
We’ve spoken to several employment experts to answer two common questions from workers: If you take a remote job, can you be forced back to an office? And can employers structure different return-to-office policies for workers who are unionized versus non-union workers?
Before we jump into all the sticky issues, we want to hear about your questions and concerns about the workplace. What’s happening at your employer? Are there areas you’re struggling to navigate? Fill out our form and let us know. We’ll try our best to help you.
The short answer is: It depends on what leverage a worker has and if the worker has a binding and enforceable contract. But contracts and leverage aside, employment is “at will,” meaning an employer has the legal right to switch the working arrangements of their employees at any time.
“The employer can do whatever they want,” said Mark Neuberger, labor and employment lawyer at Wisconsin-based firm Foley & Lardner. “If they say, ‘We change our minds,...
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