Anonymous wrote:

Anonymous wrote:Fully remote is a huge PiTA for companies as far as taxes, workers comp, unemployment insurance and state/local pay/benefits regulation. If everyone is in 3 days/wk, they are majority employed in the company’s home state so they don’t need to worry about other jurisdictions.

Also DC council put a huge tax on parking subsidies which is why you all lost your parking (unless you are fed or your employer owns the garage).

Why is that my problem? Plenty of software out there that will manage all of the taxes lol

LOL absolutely true. Any mid size company with any presence outside of one state handles the minutiae of payroll and state taxes easily. The previous poster is out of tune with the real issues

It probably has to do with tax breaks and other things.

Anonymous wrote:Fully remote is a huge PiTA for companies as far as taxes, workers comp, unemployment insurance and state/local pay/benefits regulation. If everyone is in 3 days/wk, they are majority employed in the company’s home state so they don’t need to worry about other jurisdictions.

Also DC council put a huge tax on parking subsidies which is why you all lost your parking (unless you are fed or your employer owns the garage).

Why is that my problem? Plenty of software out there that will manage all of the taxes lol

Fully remote is a huge PiTA for companies as far as taxes, workers comp, unemployment insurance and state/local pay/benefits regulation. If everyone is in 3 days/wk, they are majority employed in the company’s home state so they don’t need to worry about other jurisdictions.

Also DC council put a huge tax on parking subsidies which is why you all lost your parking (unless you are fed or your employer owns the garage).

I am fully remote… But get together with my team at the all company annuals retreat a few times a year (company doesn’t once a year, my team does it usually twice, and some of his get together at a conference once or twice a year as well). That has been working out well. It’s nice to see people for a few days every couple months and bond but no need to go into the office all the time.

I work for a tech company and we are national, it will never make sense for all of us to work together anyway and sometimes I need things from other teams who don’t live near HQ… So just will never make sense to force everyone to come in. We have clients everywhere so we are just structured so that we have to have representation from all regions.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Finance and been 3 days a w2ek for months. We're starting to weed out those who don't want to come in. Shifting to an employers market very quickly.

Biglaw and same.

Yeah, no. I’m a partner at a V20 firm and we absolutely are not “weeding out” anyone for not coming to the office. Most of us don’t care. Those that do can see very clearly that only half (give or take) of partners and associates are complying. And it’s not necessarily the under performers. We haven’t fired a single person or even suggested doing so. Haven’t heard of another firm doing so either.

+1 a lot of our partners no longer live within a commutable distance to their office. Think NY market office now in FL.

FinReg and it’s been well covered in these boards.

We were asked to come one day every other week and people lost their minds and refused to do it. If their management doesn’t force the issue, they do not do it. I go in a few times a month too a mostly empty office because I need to get out if my house. I’d prefer flexible hybrid, in office no more than 5 days per pay period.

Anonymous wrote:

Anonymous wrote:Finance and been 3 days a w2ek for months. We're starting to weed out those who don't want to come in. Shifting to an employers market very quickly.

Biglaw and same.

Yeah, no. I’m a partner at a V20 firm and we absolutely are not “weeding out” anyone for not coming to the office. Most of us don’t care. Those that do can see very clearly that only half (give or take) of partners and associates are complying. And it’s not necessarily the under performers. We haven’t fired a single person or even suggested doing so. Haven’t heard of another firm doing so either.

Anonymous wrote:Our big 4 firm is rolling out a return to office strategy. They are targeting 2-3 days a week.

I think they will be lucky to get 3-5 times a month from most people.

One big 4 office (different city) was recently fully renovated. It seemed that they were going to try to force people to RTO at that point.

Anonymous wrote:Finance and been 3 days a w2ek for months. We're starting to weed out those who don't want to come in. Shifting to an employers market very quickly.

Biglaw and same.

Finance and been 3 days a w2ek for months. We're starting to weed out those who don't want to come in. Shifting to an employers market very quickly.

HQ is in Denver and they can’t fit everyone in the building anyway. 80% live in or near Denver and go in for important meetings only. The rest of us are fully remote with a few trips a year. I love it. No plans to ever return to an office.

Anonymous wrote:Our big 4 firm is rolling out a return to office strategy. They are targeting 2-3 days a week.

I think they will be lucky to get 3-5 times a month from most people.

One interesting point in the article was that WFH is expanding in professional service and information technology roles.

Our big 4 firm is rolling out a return to office strategy. They are targeting 2-3 days a week.

I think they will be lucky to get 3-5 times a month from most people.

Anonymous wrote:There are beginning to be a lot of articles chronicling the RTO. Here are two very recent ones from the WSJ. There are some interesting graphs in the second article, which references a newly released Department of Labor report on work arrangements. What’s happening at your firms?

https://www.wsj.com/articles/why-bosses-who-praised-remote-work-soured-on-productivity-from-home-eae8783d

https://www.wsj.com/articles/work-from-home-era-ends-for-millions-of-americans-8bb75367?mod=mhp

We can't read your WSJ articles and you know it.