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Benchmarking on Other Companies Approach to Remote/Hybrid Work Arrangements

  • 17 May 2021 9:15 AM
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    Reply # 10516398 on 10477845
    Dan Link

    Thank you both!
  • 14 May 2021 8:52 AM
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    Reply # 10501868 on 10477845
    Michele Miller

    We are currently implementing a phased approach. Beginning next month, employees who have been remote can voluntarily choose to go back into the office.  We are still in conversation regarding the next phase scheduled for September and the impact to our current FWA guidelines.  However our CEO has declared that we are not and will not be a fully remote organization.
  • 14 May 2021 7:56 AM
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    Reply # 10500395 on 10477845
    Kristie Schoonover

    We don't plan to go back until after Labor Day so the details are still being finalized.  Our general rule will be 60% in office and 40% work from home.  The simplest way to look at that would be 3 days in office and 2 days remote.  An outstanding question is whether that could be applied to hours.  For example, could you work from home in the morning/afternoon and be in office mid day?  This could help working parents who need to get kids on/off the bus.  We have talked about each team establishing a common "in office" day so there's at least one day a week for a team to all be together to meet/collaborate.  We will have some roles that are fully remote.  Those are evaluated by the leader/HR based on a mix of individual and business need.
  • 13 May 2021 9:15 AM
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    Message # 10477845
    Dan Link

    Hi!  I am curious how other companies may be approaching bringing workers back into the office for the positions they have at their organizations that have roles that can work remote.  Whether the approach is coming back full time, hybrid, or staying remote.  Additionally, is there a decision tree approach you are using?  Do you have any sample policies you would be willing to share?

    As an essential business in manufacturing there are jobs at our organization that never went remote but we do have support and office roles that have, so interested in how people in our GCATD talent community with similar situations may be approaching!

    Dan 

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