Anonymous wrote:Bezos figured out how to tie WFH to a new banking crisis: https://www.washingtonpost.com/us-policy/2023/03/27/commercial-real-estate-banks-loans/

Summary: WFH is causing a commercial real estate crisis that will destroy small and regional banks.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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

Nope. I’m a lawyer that does HR work. It’s not just the state taxes (which is NbD if your company uses an outside vendor like ADP but a PITA if they do it in-house) but also the WC and UI and complying with each state’s arcane rules about sick leave accrual, paid family leave, vacation, terminal pay, etc. especially if people are working from places like California which has a lot of rules. If it’s a big National company or a company set up as fully remote, they can handle it but most companies that are currently based in just one or two states don’t want to have to figure out compliance for every possible jurisdiction. And with lawyers it’s an additional burden with bar requirements, out of state practice, etc. depending on inustries some companies may also be required to register to do business in those states where employees have a home office.

+1million
The ignorance on this topic is astounding. Most people have no idea how hard it is for employers to comply with states rules. The US laws are simply not set up for people to work remotely anywhere they please. If people are looking for a villain in the RTO debate its your federal and state government. The cost to be compliant is outrageous. We just had a client that had to let 3 people go because they moved to a state that made it hard to do business. Another client we advised to institute geoblocking so that their systems could only be accessed by people in states where they were licensed to do business.
The WFH crowd cannot be reasoned with!

Different lawyer and you with are so on point. I’ve been surprised that companies didn’t put limits on from the beginning to avoid the need for mumtijurisdictional compliance.

Yep, this is exactly the problem. The pandemic forced companies to do this in a slap dash manner without thinking things through. Workers took advantage and new we are left with a legal mess.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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

Nope. I’m a lawyer that does HR work. It’s not just the state taxes (which is NbD if your company uses an outside vendor like ADP but a PITA if they do it in-house) but also the WC and UI and complying with each state’s arcane rules about sick leave accrual, paid family leave, vacation, terminal pay, etc. especially if people are working from places like California which has a lot of rules. If it’s a big National company or a company set up as fully remote, they can handle it but most companies that are currently based in just one or two states don’t want to have to figure out compliance for every possible jurisdiction. And with lawyers it’s an additional burden with bar requirements, out of state practice, etc. depending on inustries some companies may also be required to register to do business in those states where employees have a home office.

+1million
The ignorance on this topic is astounding. Most people have no idea how hard it is for employers to comply with states rules. The US laws are simply not set up for people to work remotely anywhere they please. If people are looking for a villain in the RTO debate its your federal and state government. The cost to be compliant is outrageous. We just had a client that had to let 3 people go because they moved to a state that made it hard to do business. Another client we advised to institute geoblocking so that their systems could only be accessed by people in states where they were licensed to do business.
The WFH crowd cannot be reasoned with!

Different lawyer and you with are so on point. I’ve been surprised that companies didn’t put limits on from the beginning to avoid the need for mumtijurisdictional compliance.

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.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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

Nope. I’m a lawyer that does HR work. It’s not just the state taxes (which is NbD if your company uses an outside vendor like ADP but a PITA if they do it in-house) but also the WC and UI and complying with each state’s arcane rules about sick leave accrual, paid family leave, vacation, terminal pay, etc. especially if people are working from places like California which has a lot of rules. If it’s a big National company or a company set up as fully remote, they can handle it but most companies that are currently based in just one or two states don’t want to have to figure out compliance for every possible jurisdiction. And with lawyers it’s an additional burden with bar requirements, out of state practice, etc. depending on inustries some companies may also be required to register to do business in those states where employees have a home office.

+1million
The ignorance on this topic is astounding. Most people have no idea how hard it is for employers to comply with states rules. The US laws are simply not set up for people to work remotely anywhere they please. If people are looking for a villain in the RTO debate its your federal and state government. The cost to be compliant is outrageous. We just had a client that had to let 3 people go because they moved to a state that made it hard to do business. Another client we advised to institute geoblocking so that their systems could only be accessed by people in states where they were licensed to do business.
The WFH crowd cannot be reasoned with!

Anonymous wrote:

Anonymous wrote:

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

Nope. I’m a lawyer that does HR work. It’s not just the state taxes (which is NbD if your company uses an outside vendor like ADP but a PITA if they do it in-house) but also the WC and UI and complying with each state’s arcane rules about sick leave accrual, paid family leave, vacation, terminal pay, etc. especially if people are working from places like California which has a lot of rules. If it’s a big National company or a company set up as fully remote, they can handle it but most companies that are currently based in just one or two states don’t want to have to figure out compliance for every possible jurisdiction. And with lawyers it’s an additional burden with bar requirements, out of state practice, etc. depending on inustries some companies may also be required to register to do business in those states where employees have a home office.

Anonymous wrote:

Anonymous wrote:

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

Nope. I’m a lawyer that does HR work. It’s not just the state taxes (which is NbD if your company uses an outside vendor like ADP but a PITA if they do it in-house) but also the WC and UI and complying with each state’s arcane rules about sick leave accrual, paid family leave, vacation, terminal pay, etc. especially if people are working from places like California which has a lot of rules. If it’s a big National company or a company set up as fully remote, they can handle it but most companies that are currently based in just one or two states don’t want to have to figure out compliance for every possible jurisdiction. And with lawyers it’s an additional burden with bar requirements, out of state practice, etc. depending on inustries some companies may also be required to register to do business in those states where employees have a home office.

Anonymous wrote:WSJ is a deeply suspect source on this topic, just stirring the pot.

Anonymous wrote:

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