HR Folks - How do I best protect myself as a new remote hire?

[Anonymous]

I have been in talks with a company for a new role, for which I would be hired as a fully remote employee. The position was posted as an in-person role, but after having it open for months the company has not found anyone they like for it and realized that they would have to consider remote candidates (it's a pretty technical role in a smaller geographical market). As far as I can tell, the company does not have any sort of formal remote policy but allows its employees to work remotely on a pretty casual basis.

I am confident that the folks who would be hiring/supervising me are comfortable with this arrangement, but I do worry that eventually the winds could change. I would not be local, so if the arrangement were to be put into question at some point I would essentially be losing my job. Does anyone have any tips for how to go about negotiating the remote aspect of the position prior to accepting an offer, such as memorializing it in an employment contract? I don't want to make a big deal about it, but I also want to feel secure with the arrangement.

[Anonymous]

I think it's just a risk you take. In most states you aren't protected by an employment "contract".

I have been remote for a long time across many companies and haven't ever faced a situation where there was pressure to change my status. But I do think certain industries are more accepting and comfortable with remote work, and have longer experience with it. If you are the only remote employee of this company, and the industry is one (like education) which is distrustful of remote, then I think it's riskier.

[Anonymous]

Anonymous wrote:I think it's just a risk you take. In most states you aren't protected by an employment "contract".

I have been remote for a long time across many companies and haven't ever faced a situation where there was pressure to change my status. But I do think certain industries are more accepting and comfortable with remote work, and have longer experience with it. If you are the only remote employee of this company, and the industry is one (like education) which is distrustful of remote, then I think it's riskier.

I agree with this. I actually just got laid off this week and was told it's because I'm remote (something I don't fully believe because other people at my level who aren't remote were also laid off, but anyway).

You can probably protect your remote status in an employment agreement, but I don't think there's a way to stop being laid off if the company decides they want someone in person. Are you in a position where you could negotiate how much they have to pay you if they decide to cut your position?

[Anonymous]

Doesn’t matter what the offer letter says. You are at-will and the company can decide in the future to just lay you off. Another bit of advice, having worked at truly global companies and ones that were novice at it. If in key meetings etc you are the solo person on the line or the video call, and the company just doesn’t have the skill set to manage discussions with hybrid attendance, you will likely be left out, omitted, of some key interactions, ie the post meeting coffee talk in the cafeteria. This may not matter in your role. Maybe you’re just an accountant or payroll specialist. But if you are manager level or need interactions with stakeholders, the culture at such a company may be a hurdle to you succeeding.

[Anonymous]

As an at will employee, there is no job security. I have had employers revoke remote work because the other people in the office were upset with it.

Let's accept how great it is to work from home. It's a huge perk.