AT&T's chief technology officer, Jeremy Legg, sent a memo to US AT&T Technology Services employees with more details on the planned full-office-return policy and timeline for the new year.
Kena Betancur/VIEWpress/Getty Images
AT&T's CTO told his US team there wouldn't be "one-for-one" seating upon the full office return.
He added that AT&T would stagger its five-day-a-week mandate as more office space was constructed.
Some teams may see their full office return delayed if construction doesn't finish in time, he said.
AT&T Technology Services employees in the US won't have "one-for-one" seating when they begin returning to the office five days a week in the new year, the company's chief technology officer wrote in a new memo.
The telecom giant's CTO, Jeremy Legg, detailed how the new in-office policy would be implemented across his USteam in a Wednesday memo obtained by Business Insider.
The new in-office requirement for US AT&T Technology Services employees will begin a phased rollout on January 6 and is expected to be fully implemented for most teams by March 3, the memo said.
"Our purpose at AT&T is connecting people to greater possibility," Legg wrote. "We firmly believe that working together, in person and in proximity to our peers, is the best way for ATS employees to fulfill that purpose."
Legg oversees AT&T's technology organizations for business, consumer, IT and cloud, data and analytics, security, network architecture and AT&T Labs, and new product development. The AT&T Technology Services team has roughly 10,000 workers in the US.
AT&T told BI that organizations within the company have the flexibility to determine the right approach for their teams based on business needs and that many were staggering the return of employees.
The memo came after BI first reported that AT&T was tightening its return-to-office mandate from three days a week to five full workdays.
Legg said in the email that the company understood that not every employee could be on-site every single day because of "travel, vacations, or other reasons" and that "leaders will work with employees to provide the needed occasional flexibility."
While several expansion projects are underway in Atlanta and Dallas, Legg said AT&T "will not offer one-for-one seating per employee" and the company "will observe capacity vs. demand and make adjustments" as needed.
Legg's memo said that teams assigned to AT&T's Atlanta-area locations would be notified if their full-return-to-office date was delayed as construction on additional space progressed.
Several employees have told BI that workspace capacity has been a challenge, even with the prior hybrid arrangement.
Employees told BI it's common for workers to end up sitting in the hallways or working in the cafeteria to avoid running afoul of the company's attendance-tracking system.
One employee said their office had more than 1,200 people assigned to it but only about 150 desks available.
"I know returning to the office 5 days a week is a significant change for some," Legg said in his memo. "By coming together in person, we can strengthen our connections, foster a vibrant culture, and achieve our shared goals."
Read the full memo
Dear ATS U.S.-Based Management Employees,Our purpose at AT&T is connecting people to greater possibility. We firmly believe that working together, in person and in proximity to our peers, is the best way for ATS employees to fulfill that purpose. By fostering in-person interactions, we can form stronger relationships, build trust and enhance our collaboration, innovation, and overall effectiveness as a team.Full-Time Office Presence in 2025That's why l'm asking all employees with Full Time Office designations (NFTO, MFTO CFTO) to return to the office full time, with staggered starts based on management level and office space availability. FTO employees in ATS will work in the office full-time, 5 days a week according to this schedule:
January 6, 2025: All U.S.-based supervising level 4s and above
February 3, 2025: All U.S.-based supervising level 3s and above in all locations except Atlanta and Alpharetta1
March 3, 20252: All other U.S.-based management employees in all locations except Atlanta and Alpharetta1
1Construction of additional space is underway at Lenox, with an expected readiness date between April and June. As construction progresses, employees in Atlanta and Alpharetta will be notified when it's time to work in the office 5 days a week.2Construction of additional space for ATS teams is underway at Dallas Headquarters and at 2900 West Plano Pkwy. Employees in these locations will return to the office March 3 if the space is ready. If completion is delayed, we will communicate further instructions to affected teams.
As we stagger the return to 5 days per week per the timeline above, FTO employees should continue to be present in the office 3 to 5 days per week. There is no change in expectations for Future Office Workers or virtual workers. We periodically review the needs of the business and may occasionally change an employee's office designation based on those needs.Fostering CollaborationBetween now and early first quarter 2025, we will be working with Global Workplace Services to align teams to neighborhoods on each of our campuses.Even with employees working full time in the office, we know that not all employees will be in every day due to travel, vacations, or other reasons. We will not offer one-for-one seating per employee. We will observe capacity vs. demand and make adjustments working with Workplace Services as needed.Flexibility and AccountabilityWe know employees occasionally need to work remotely for various reasons. Leaders will work with employees to provide the needed occasional flexibility. This balance between flexibility and accountability is essential to maintaining our high standards of performance and collaboration. Senior leadership will review overall presence trends via How and Where We Work presence dashboards. With this data, we will work toward improving things like seating, availability of amenities, and parking options.Next StepsThe How and Where ATS Works SharePoint site is your definitive source of information on returning to the office full-time, including campus and neighborhood information as it becomes available. It is currently being updated to reflect the changing expectations for our organization. Supervisors can also answer questions. We are committed to making this transition as smooth as possible for everyone involved.Additional ThoughtsI know returning to the office 5 days a week is a significant change for some. As we outlined during Analyst and Investor Day, we have tremendous momentum in growing this company the right way. That momentum will accelerate when we reap the benefits of faster collaboration and innovation. By coming together in person, we can strengthen our connections, foster a vibrant culture, and achieve our shared goals.Your dedication and commitment to excellence are the driving forces behind our success.Thank you for your continued hard work and support. I look forward to seeing you all in the office and working together to create an even brighter future for ATS.Jeremy
If you are an AT&T worker who wants to share your perspective, please contact Dominick via email or text/call/Signal at 646-768-4750. Responses will be kept confidential, and Business Insider strongly recommends using a personal email and a nonwork device when reaching out.
Executives at some major companies say they're sticking to hybrid work as long as workers stay productive.
Ezra Bailey
Staff at major companies have asked their leaders if there are plans to follow Amazon's full return to office.
Firms like Meta, Google, and Microsoft have a hybrid setup — however, execs say they're eyeing productivity.
Research findings on the subject are varied, and the debate will likely continue in 2025.
Executives at major companies are referencing a specific term to hedge when asked by employees if they plan to follow in Amazon's footsteps and implement a return to 5 days a week in the office.
That word? Productivity.
While Amazon has been the most high-profile example this year of a full return to office policy, set to go into effect in January, telecom giant AT&T has also elected to double down on in-person work with a similar 5-day policy, Business Insider first reported.
In the wake of Amazon's announcement, executives at both Google and Microsoft, which require employees to be in the office at least 3 days a week, have fielded questions from staff wondering if the days of hybrid work are numbered.
In October, Google CEO Sundar Pichai said the company had no plans to order employees back to the office, so long as employees remain productive during their at-home work days, BI previously reported.
Over at Meta, Mark Zuckerberg said last year that "early analysis of performance data,"indicated productivity increases for early-career engineers in the office at least 3 days a week. A few months later, the company announced it was requiring employees to return to the office 3 days a week.
Though Amazon did not explicitly name productivity as a reason for its full return to the office, CEO Andy Jassy emphasized a similar term: effectiveness.
Being back in person 5 days a week makes it "easier for our teammates to learn, model, practice, and strengthen our culture; collaborating, brainstorming, and inventing are simpler and more effective; teaching and learning from one another are more seamless; and, teams tend to be better connected to one another," he wrote at the time.
For those committing to a full return to office, preparing campuses for the influx of employees in the new year is its own challenge. Amazon has since delayed the announced January 2 effective date of the new mandate for some employees because it doesn't have enough office space in some locations, BI reported earlier this month.
As CEOs and company leaders keep an eye on how employees in remote or hybrid setups perform, various studies since the onset of the pandemic have attempted to measure and compare the productivity of employees who work at home and in-office. Research studies have produced conflicting results, further complicated by the matter of how best to define or measure productivity.
Goldman Sachs, which has a 5-day-in-office policy, reviewed several analyses that used different ways of evaluating changes in work-from-home productivity, from call-center workers who were randomly chosen to work from home to comparing the productivity of randomly assigned remote workers with their in-office peers.
In short, it's hard to say for sure, and executives are deciding what their long-term setup will be after a year in which some of the world's biggest companies put a renewed focus on being "lean" and "efficient."
Meanwhile, some employees have returned to commuting in (sometimes "coffee-badging" in and returning home), others have relocated to comply with a policy change, and some have resigned to pursue a hybrid or fully remote opportunity. As companies tighten their belts and conduct layoffs, other workers have taken to workplace forums to wonder if some of the RTO mandates have been a possible "quiet layoffs" tactic.
As more major global companies revisit their policies and make changes, CEOs are likely to face more questions on the topic going into the new year.
For some, the answer is simple: Stay productive and we'll stay flexible.
In December, Business Insider first reported that AT&T is following suit and expecting employees to be in the office 40 hours a week starting in the new year.
The two business giants are just one of the many companies calling their employees back to the office following the pandemic as COVID-19 restrictions have eased.
The Washington Post, which is owned by Amazon founder Jeff Bezos, told employees this week they would be required to return to the office five days a week, according to a memo obtained by Business Insider.
Other major employers, including JPMorgan and Goldman Sachs, have also abandoned the hybrid attendance policy they adopted during the pandemic and instead implemented full return-to-office mandates.
Several executives and leaders have said they believe productivity increases when workers are in the office together, while others hope to increase in-person collaboration. Even some CEOs who previously praised the flexibility of remote work have started backpedaling, pressuring workers to comply with RTO mandates with threats to track attendance or even fire employees who don't comply.
Here's a list, in alphabetical order, of major companies requiring employees to return to offices. Business Insider will update this list regularly.
Amazon
CEO Andy Jassy wrote in a September 16 memo that Amazon would be pulling the plug on remote work starting next year.
"We've decided that we're going to return to being in the office the way we were before the onset of COVID," Jassy said. "When we look back over the last five years, we continue to believe that the advantages of being together in the office are significant."
The CEO cited easier employee collaboration and connection and said in-person work would strengthen the company's culture, echoing his February 2023 memo, which mandated employees spend at least three days a week in the office.
Not everyone agrees. Some Amazon employees have taken to an internal Slack channel to criticize the new RTO policy, Business Insider's Ashley Stewart first reported, with one staffer writing that it is "significantly more strict and out of its mind" than pre-Covid operations.
"This is not 'going back' to how it was before," they wrote. "It's just going backwards."
The critical reaction is reminiscent of employees' response to last year's surprise return-to-office rule. Thousands of Amazon workers joined a Slack channel to share their thoughts, with some even organizing to file a petition against the change.
Apple
In August 2022, Apple's senior leaders told workers they had to return to the office at least three days a week after previously requiring two days a week. CEO Tim Cook said the decision was meant to restore "in-person collaboration." Some employees fought back and issued a petition shortly after the announcement, arguing that staffers can do "exceptional work" from home.
AT&T confirmed to Business Insider that it's requiring all office employees to work on-site five days a week starting in January.
The change follows about a year of AT&T accommodating a hybrid schedule in its widely publicized office push.
"The majority of our employees and leaders never stopped working on location for the full work week — including during the pandemic," a spokesperson for the telecom giant told BI.
AT&T told BI it's updating its facilities amid the policy change.
"As we continue to evolve our model, we are enhancing our facilities and workspaces, adapting our benefits programs, and incorporating best practices to ensure our employees are best equipped to serve our customers," the spokesperson added.
BlackRock
Last year, BlackRock mandated employees return to the office four days a week. The investment firm, which is headquartered in New York City, intended to bring employees into its then newly leased office space — which spans 1 million square feet across 15 floors, according to Hudson Yards.
In a May 2023 memo sent by the company's COO, Rob Goldstein, and the head of human resources, Caroline Heller, the execs wrote: "Career development happens in teaching moments between team members, and it is accelerated during market-moving moments, when we step up and get into the mix. All of this requires us to be together in the office."
Additionally, the memo notified staffers that the firm is giving them the opportunity to work remotely for two weeks during a time period that is relevant in their country, in an effort to offer "seasonal flexibility."
Chipotle
The fast-food chain announced last summer that corporate workers work in the office four days a week, Bloomberg reported. Chipotle had previously required workers to show up three days a week, according to the report.
Citigroup
Citigroup asked its 600 US workers, who were previously eligible to work remotely, to return to the office full-time, Bloomberg reported. In a memo released by the investment firm in May, the majority of staff are reportedly still able to work a hybrid schedule, with up to two days a week outside the office.
HSBC Holding Plc and Barclays Plc also followed suit, mandating workers to come into the office five days a week, according to the report.
Vaccinated Citigroup employees across the US were asked to return to the office for at least two days a week in March 2022, an internal memo obtained by Reuters said.
Dell
Dell told its sales staff to return to the office five days a week starting on September 30. Previously, the company let US employees pick between working remotely or following a hybrid schedule with about three days a week in the office.
September's sales-team mandate came with just a few days' notice, sending employees with kids into a hurry to find childcare, Business Insider reported.
Disney
In a January 2023 memo obtained by Business Insider, CEO Bob Iger told workers that starting that March, any Disney staff member working "in a hybrid fashion" would need to return to Disney's offices four days a week.
In response, over 2,300 employees signed a petition asking Iger to reconsider the mandate.
"This policy will slow, or even reverse, our post-COVID recovery and growth by creating critical resource shortages and causing irreplaceable institutional knowledge loss," signees wrote, according to The Washington Post.
Goldman Sachs
In March 2022, CEO David Solomon told Fortune that the company was asking employees to return to the office five days a week. Seven months later, he told CNBC that about 65% of staffers were working in the office.
However, some staff have failed to follow the policy a year into its implementation, causing senior managers to become frustrated and Goldman Sachs to further crack down on employees to return to the office full-time.
Google
In March 2022, Google employees in the San Francisco Bay Area and "several other US locations" were told to return to the office for at least three days a week starting the following month.
Last year, however, the company tightened RTO expectations, telling staff in an email that office attendance would factor into their performance reviews.
Google's Chief People Officer Fiona Cicconi told workers in the memo that requests to work remotely full time will now be considered "by exception only."
Some employees expressed feeling "frustrated" with the new policy. One staffer previously told Business Insider, "We don't like being micromanaged like school kids."
The company asked all its US managers to report to an office or client location at least three days a week, according to a January memo viewed by Bloomberg.
A source told the outlet that staff would have to live within 50 miles of an IBM office or client location. The memo reportedly told employees they had until August to complete their relocation arrangements, and those who were unable to comply with the new policy must "separate from IBM."
CEO Arvind Krishna previously told the news outlet that employees' careers could suffer if they work from home. He said that although he wasn't forcing his own staffers back to the office, he thought remote workers may struggle to get promotions.
JPMorgan
In April 2023, JPMorgan announced to employees in a memo that all managing directors must work in the office five days a week. The memo also reminded other workers of the current policy of working in-person a minimum of three days a week.
Despite some pushback from employees, CEO Jamie Dimon doubled down on the policy, saying disgruntled workers can choose to go elsewhere.
"I completely understand why someone doesn't want to commute an hour and a half every day, totally got it," he told The Economist. "Doesn't mean they have to have a job here either."
The company has also been collecting data on staff activity, including tracking attendance.
Meta
Meta updated its remote work policies in September 2023, requiring employees to head into the office three days a week.
It had also stopped offering remote work in new job listings. People familiar with the company previously told BI that hiring managers could no longer post new jobs that list the work location as "remote" or outside of an existing office.
The company doubled down on its RTO efforts in June of this year, telling workers that their attendance would be tracked daily and failure to comply could lead to termination.
However, some employees returning to the office said they were met with a lack of space and privacy, with one worker calling the mandate "a mess."
Redfin
In April last year, real estate company Redfin announced an updated return-to-office policy via a memo from CEO Glenn Kelman.
The memo noted that starting July 2023, Redfin would require "headquarters employees" who live within 20 miles of the company's Seattle, San Francisco, and Frisco offices to work from the office for a full day on Tuesdays and Wednesdays.
Those who live beyond the 20-mile radius are required to visit the office in-person once a quarter for a day or more of meetings, the company said.
In order to hold employees accountable, the memo included a "no-exceptions" section, reading that "to determine your distance from an office, we'll use Google Maps, with the distance from your home address measured in miles driven over roads by car."
Salesforce
Salesforce told employees in an internal memo seen by The San Francisco Standard that the majority of workers have to be in an office four to five days a week as of October 1.
The new policy is mandated for select staff in sales, workplace services, data center engineering, and on-site support technicians, according to the memo.
Early last year, Salesforce CEO Marc Benioff revised the company's annual strategic plan, including return-to-office mandates, according to a draft shared in an internal Slack message viewed by Business Insider.
The updated draft return-to-office policy required nonremote employees to work three days a week in the office and employees in "non-remote" and "customer-facing" roles to work four days a week. Engineers must work from the office 10 days per quarter, down from 20 in the initial draft, which was updated based on employee feedback.
Snap
Snap implemented a new mandate in September 2023, requiring employees to work in an office at least four days a week. The change represented a shift from the company's former "remote first" policy, which allowed employees to work from home or elsewhere.
Employees previously told BI that some managers told them the company is able to track workers' WiFi connections to see who is complying.
Starbucks
In a January 2023 memo to corporate staffers, then-CEO Howard Schultz said employees within commuting distance would be required to return to the office at least three days a week.
Schultz said some staff had failed to "meet their minimum promise of one day a week" and also pointed out that Starbucks baristas didn't have the "privilege" of working from home. The executive had previously said he "pleaded" with workers to come back to the office.
Starbucks employees responded by signing an open letter protesting the company's return-to-office mandate.
In October, the company threatened to fire staff if they did not comply with the RTO policy, Bloomberg first reported, citing an internal memo.
Beginning in January, the company plans to initiate a "standardized process" to hold workers accountable to the hybrid schedule at the team level, where consequences will cover "up to, and including, separation," according to the email obtained by Bloomberg.
Employees, however, may request exemptions due to physical or mental medical reasons.
Tesla
In June 2022, Tesla employees were notified of a mandatory return-to-office policy.
The email from Elon Musk included wording such as "If you don't show up, we will assume you have resigned," and noted that everyone at Tesla must work from the office at least 40 hours a week.
Musk, who has called remote work "morally wrong," nodded to his frequent presence at Tesla factories as the reason for the business' success. "If I had not done that, Tesla would long ago have gone bankrupt," he wrote in the email.
Ubisoft
In September, Ubisoft, the France-based maker of the popular "Assassin's Creed" and "Far Cry" video game series, ordered its staff worldwide to return to the office three days a week.
French workers at the video game maker went on strike on October 15 over the RTO mandate.
X
After buying X, formerly Twitter, in 2022, Musk told employees that not showing up to an office when they're able to was the same as a resignation.
Musk also told staffers in an email that remote work was no longer allowed and that employees were expected to be in the office for at least 40 hours a week unless given explicit approval to work elsewhere.
In 2023, X, then Twitter, National Labor Relations Board filed a formal complaint saying that X had illegally fired an employee who complained about Musk's RTO policy.
The complaint said that Yao Yue, a principal software engineer, criticized the mandate, tweeting, "don't resign, let him fire you." She also posted, "don't be fired. Seriously" in a company Slack channel.
Yue was then fired five days later and told it was due to violating an unspecified company policy.
Uber
In a memo obtained by Business Insider, CEO Dara Khosrowshahi told employees that beginning in April 2022, Uber staffers in 35 of the company's locations were required to return to the office at least half the time. He added that on other days, staffers were allowed to work remotely and that some could be entirely remote if they got clearance from their managers.
CEO Dara Khosrowshahi recently said remote work took away some of Uber's "most frequent customers," adding that "there is an audience who kind of stopped using us as frequently as they used to."
Staffers located in smaller offices in Dallas, Atlanta, and Toronto are additionally being directed to the company's central hubs, including its headquarters in Arkansas or New Jersey, The Wall Street Journal reported.
The retail giant will still permit hybrid schedules as long as workers come in-person most of the time, according to the outlet.
The Washington Post
William Lewis, CEO and publisher of The Washington Post, told staffers in early November that they would be required to return to the office five days a week, according to a memo obtained by BI.
"I want that great office energy for us every day," Lewis wrote, referring to the energy in the office during election week. "I am reliably informed that is how it used to be here before Covid, and it's important we get this back."
All employees were expected to return to the office by June 2, 2025, while managers were expected to return by February 3, 2025.
After starting remote work in 2020, the Post previously required employees to return to the office three days a week in early 2022.
The announcement at the Post came shortly after Amazon's return-to-office mandate. The Post is owned by Jeff Bezos, Amazon founder and executive chairman.
Zoom
Zoom, the darling of remote work, said in 2022 that less than 2% of staffers work in person full time. However, last year, the video-calling company asked employees to return to the office.
Workers living within 50 miles of one of its offices were mandated to work there at least two days a week.
"We believe that a structured hybrid approach – meaning employees that live near an office need to be onsite two days a week to interact with their teams – is most effective for Zoom," a spokesperson previously said in a statement. "As a company, we are in a better position to use our own technologies, continue to innovate, and support our global customers."
In a KPMG US survey, half of respondents said automation — including AI — has boosted their professional abilities. Just shy of half said that automation would bring new career opportunities.
By comparison, 28% of workers said they might lose their jobs to automation, which has been widely touted as a concern. In a survey of managers last year, KPMG found greater unease about the possible toll of technological gains.
The latest findings are notable because they appear to indicate that workers are becoming more conversant with tech like AI — and not just ignoring it or fearing that it will replace them, John Doel, a principal in the KPMG US human capital advisory practice, told Business Insider.
"As adoption increases, people are getting more comfortable with the impact that's going to have on their careers," he said.
About seven in 10 surveyed said they use "automation tools" at least weekly, and one in three said they use them daily.
Doel said the rates at which workers are adopting the technology suggest that many are chipping away at a "fear factor" that might have existed around AI.
KPMG US surveyed more than 1,800 US workers at companies with more than 5,000 employees. About six in 10 of the respondents were managers.
Building skills to build their career
Some eight in 10 respondents agreed with the idea that building skills is important for their career. And about one in four workers said chances to learn are one reason they're staying in their jobs. Meanwhile, 22% said having the opportunity to learn and build their skills made them consider different roles.
Doel said that should be a sign to employers that investing in workers is a way to keep them. In the past year, he said many workers, particularly younger ones, have considered leaving their jobs. The employers that are helping their workers add skills are more likely to hang onto them.
"It's the No. 1 thing they could do" to retain workers, Doel said.
Even with training, however, limiting quitting could be a challenge for some employers years after the job-hopping frenzy of the Great Resignation. In the survey, 42% of employees said they'd considered leaving their roles in the past year. Millennials, who represent the biggest slice of the nation's workforce, were the most likely age group to say they'd considered it.
The main reasons workers thought about it weren't new: About one-third pointed to work-life balance, while a similar share identified insufficient pay. Another third said "feeling disrespected" at work animated their thoughts of resigning.
Doel said it's also not surprising that the survey highlighted a gap between what workers want and what employers want regarding where work gets done.
Five years since the pandemic rejiggered how many workers do their jobs, flexibility around where they work remains key for many employees. Seven in 10 survey respondents said remote work helped them balance the demands of their jobs with caretaking responsibilities.
Even as some high-profile employers — including Amazon, JPMorgan, and Goldman Sachs — have called workers back to the office, workers in the survey indicated they liked some degree of autonomy even though they see the office having benefits.
Forty-seven percent of survey respondents reported being more productive in the office, while 62% said the social aspects of working in the office helped foster a stronger corporate culture and their own sense of belonging.
Ultimately, Doel said, it appears that many employers and their employees have settled into a truce on the issue.
"That's not the top priority of organizations anymore," he said, referring to return-to-office mandates. "We've kind of reached a homeostasis."
Using AI for work-life balance
In some cases, Doel said, workers appear to be eyeing tech like generative AI as an avenue for achieving better work-life balance.
"They're looking at GenAI as one of the enablers of a more flexible work environment," Doel said. Workers who use tools like it to get their work done more efficiently might feel they could have a greater say in how they structure their jobs, he said.
Employees also see other areas where they could enjoy more flexibility. Two-thirds of respondents said they believed that a four-day workweek of 32 hours could achieve the same level of productivity as a 40-hour week. And 45% said efficiency gains from GenAI could help make a four-day week more feasible.
"They think it's going to allow them to be more flexible in their work-model contract with employers," Doel said, referring to workers' views on GenAI.
Amazon has a global return-to-office mandate that takes effect in January.
INA FASSBENDER/AFP via Getty Images
Amazon has told staff in Germany they can apply to work from home for up to two days a week.
A leaked internal document seen by BI says requests can be submitted starting December 15.
Amazon has a global mandate for all employees to return five days a week to the office from January.
Amazon employees in Germany will be able to apply to work from home up to two days a week when the company's global return-to-office mandate takes effect, Business Insider has learned.
Managers at the e-commerce giant told staff about the measure on Thursday and Friday via Slack and email, directing them to a new flexible working policy, two people familiar with the matter said.
The document, seen by BI, said people could apply for flexible working starting December 15.
In September, Amazon announced a mandate for all global employees to return to the office full time from January. The majority of the company's 1.5 million employees work in warehouses. Amazon's CEO, Andy Jassy, said at the time that the RTO push was to help the company "further strengthen" its culture and teams.
Amazon said the expectation was still for employees to work from the office five days a week in Germany and that it had a similar flexible work policy before the pandemic.
"Regular working from home arrangements can be made for 1 day every week, exceptionally 2 days every week, and are limited to a one-year time frame," the document said.
It added that the policy applied to all Amazon employees in Germany but that it did not include Twitch and Audible employees. It said Amazon could reconsider or change informal arrangements "at its discretion at any time."
The rule includes two types of work arrangements: informal and formal. Under the formal arrangement, employees can request to work from home for up to two days a week and change their scheduled hours, the document said.
On an informal basis, managers can approve ad hoc requests made with 24 hours' notice to work from home, it added.
It said formal flexible working arrangements change employee contractual terms and conditions and "require documentation."
The document also said that Amazon would take disciplinary action, including terminating employment, for staff who fail to comply with the policy.
Announcing the five-day RTO mandate in September, Jassy said he wanted Amazon to "operate like the world's largest startup."
He added: "That means having a passion for constantly inventing for customers, strong urgency (for most big opportunities, it's a race!), high ownership, fast decision-making, scrappiness and frugality, deeply connected collaboration (you need to be joined at the hip with your teammates when inventing and solving hard problems), and a shared commitment to each other."
Amazon said in June that it's on track to have more than 40,000 permanent employees in Germany by the end of this year. It also announced an investment of 10 billion euros (about $10.4 billion) in the country to expand its logistics network and cloud infrastructure.
Are you a tech worker with insights to share? Contact the reporter, Jyoti Mann, via email at [email protected]or Signal at jyotimann.11. Reach out via a nonwork device.
Greg Mansell says elongated accommodation request processes can be stressful for disabled employees.
Greg Mansell
Greg Mansell says some employers are scrutinizing accommodation requests amid rising RTO mandates.
Mansell says the process can be stressful for disabled employees, leading to some job resignations.
Mansell advises employees to use their primary care doctor instead of a specialist to file requests.
This as-told-to article is based on a conversation with Greg Mansell, 40, an employment lawyer based in New York City. It's been edited for length and clarity.
Requesting an ADA health accommodation should be a collaborative process between the employer and the employee in which the main goal is to provide a medically necessary accommodation that doesn't place an undue burden on the employer.
With the rise of RTO mandates and the subsequent increase in work-from-home accommodation requests, some employers are elongating the process and scrutinizing requests more thoroughly. I believe this is to ensure employees aren't abusing the system.
Unfortunately, increasingly drawn-out and laborious processes can put added stress on disabled employees and, in some cases, may influence them to walk away from a job.
As an employment lawyer of 15 years, here are my tips for employees to overcome four hurdles in the accommodation request process.
1. Don't wait for your specialist
After an accommodation is requested, employers may ask the employee's medical provider to fill out an accommodation request detailing the underlying impairment, the restrictions it imposes, and the requested accommodation.
The employer may want the request filed by a specialist if the patient sees one, but these doctors can be hard to get a hold of. I remind people that their primary care doctor has access to all medical records and can provide the same information. It doesn't have to come directly from the specialist's mouth.
2. Prepare the request for your doctor
Some doctors simply don't like dealing with the employment process, so it can be helpful to take the burden off them in any way possible. It may be useful for the disabled employee to prepare their own accommodation request and present it for their doctor's review.
The doctor may approve it or change it for accuracy, but it makes the process significantly less taxing for the doctor.
3. Consider consulting a lawyer
The Americans with Disability Act is one of the most complex employment laws, so employees and medical professionals may make mistakes that lead to a wrongfully denied accommodation request.
For example, the medical professional may not specify the medical condition and, instead, state only that an employee needs an accommodation. This does not give the employer sufficient information to determine if the accommodation, or some other accommodation, is medically necessary.
Employment lawyers understand the process and can make sure an employee provides everything needed and hold the employer to the ADA's requirements. The downside, of course, is that this is a time-consuming process and the attorneys' fees can become quite expensive.
4. Document everything
If you consult a lawyer, it's helpful to have as much documentation of the accommodation request process as possible. Documentation helps us determine whether the employer followed the proper procedures.
You can't force an employer to have a conversation through email, but you can and should follow up any virtual or in-person meetings with the bullet points of what you discussed as a way to memorialize the conversation.
If you're going through the accommodation process amid your company's RTO mandate and would like to share your story, please email Tess Martinelli at [email protected].
