While employers can end temporary measures, they should also consider how the working environment has changed since COVID-19 took hold in early 2020, that flexible arrangements have proven possible and how workers may feel about returning to work. personal work , say experts in Canada. “Employees have proven — at least in their minds — that they are just as productive, if not more productive, working from home,” said Janet Candido, a Toronto-based human resources (HR) consultant. “Well, there’s the pushback.”
Deals are deals
Nadia Zaman, an employment lawyer with Rudner Law in Markham, Ont., said she and her colleagues have fielded an increasing number of questions about returning to the workplace in recent months. Employment lawyer Nadia Zaman says that, in general, “employees do not have the right to choose where to do their work unless they already had that right” before the pandemic. (Submitted by Nadia Zaman) “Employers can generally dictate whether the employee can work from home or must return to the office – either fully or in a hybrid model – unless there is an agreement to the contrary,” Zaman said in an interview. There are some exceptions, mostly limited to legitimate accommodation needs or specific security concerns. But Zaman said “workers don’t have the right to choose where to work unless they already had that right” before the pandemic.
A changing world of work
The extended time employees spend working at home is part of a wider context of change. Matthew Fisher, an employment lawyer and partner at Toronto-based Lecker & Associates, said many workers have learned “there can be a different way, that there can be flexibility, that there can be telecommuting.” WATCHES | What will the return to the workplace be like?:
The future of work is uncertain for Canadians
Nita Chhinzer, Associate Professor of Human Resources and Business Consulting at the University of Guelph, and Matthew Fisher, employment lawyer at Lecker and Associates Law, join Canada Tonight host Ginella Massa to talk about how the pandemic has changed the workplace culture and the future of work may look like. It predicts that some workers will point to the success of alternative arrangements when employers ask them to return to personal work — and this may be part of potential legal challenges supporting constructive dismissal when a worker feels forced out of a job by demands work. In an interview with CBC’s Canada Tonight, Fisher said workers can tell their bosses, “You’ve broken a very fundamental aspect of our working relationship that I’m doing my best, but I have a level of flexibility that I can work with from distance”. Zaman said this is more likely to happen as such arrangements continue, particularly if the employer has not clearly communicated that the alternative work arrangements are temporary. “One way employers can make sure they protect themselves… is to clearly communicate to employees that remote work is only continuing as a temporary measure due to the pandemic and its aftermath, and that employees are expected to return in the office at some point,” Zaman said. Candido, founder and director of an HR consulting group, said she advises clients to ensure these messages are repeated “a few times a year,” for exactly the same reason Zaman described.
Persuasion can be helpful
Beyond any legal framework, employers have reasons to communicate their plans to workers — if only to prevent the change from coming, experts say. Winny Shen of York University’s Schulich School of Business encourages organizations to explain to employees why they want them back in the office — even if that’s not what some of them want to hear. (Submitted by Winny Shen) Winny Shen, associate professor of organizational studies at York University’s Schulich School of Business in Toronto, recommends that organizations share with staff why workplace demands are changing. “I think sometimes organizations just say, ‘We want everyone back in the office,’ but they’re not very clear about why … they feel it’s imperative or maybe who they really think should be back in the office. “ This communication also gives employees an opportunity to evaluate the information and possibly provide feedback, which could include employees pointing out “some of the things the organization hasn’t thought of.”
Look at the deal
Where there are divisions between what workers want and what their employers demand, both sides should consider what is possible under the circumstances, Candido said. WATCHES | Demand for flexibility, even when returning to the office:
Employees want flexibility with back-to-the-office plans
With pandemic restrictions easing across Canada, companies are preparing to welcome employees back to the office. But many are pushing back and asking for flexible working arrangements, while others can’t wait to go back to the office. “Don’t draw a line in the sand — just try to negotiate,” Candido said. For example, workers can bring the idea of easing back into the workplace, he said, and employers should listen. “Employers should not dismiss employee concerns and likely won’t do so if presented in a more collaborative manner.” Staff retention is also an issue when employers make long-term decisions about work arrangements, experts said. David Kraichy, an assistant professor at the University of Saskatchewan’s Edwards School of Business, said employers who continue to offer flexible work plans may find it easier to recruit talent. Workers who don’t agree with their current employer’s return plan “may have more desire to look elsewhere,” Kraichy said.
title: “Because Your Options May Be Limited If Your Employer Wants You To Return To The Workplace " ShowToc: true date: “2022-12-11” author: “Donna Peterson”
While employers can end temporary measures, they should also consider how the working environment has changed since COVID-19 took hold in early 2020, that flexible arrangements have proven possible and how workers may feel about returning to work. personal work , say experts in Canada. “Employees have proven — at least in their minds — that they are just as productive, if not more productive, working from home,” said Janet Candido, a Toronto-based human resources (HR) consultant. “Well, there’s the pushback.”
Deals are deals
Nadia Zaman, an employment lawyer with Rudner Law in Markham, Ont., said she and her colleagues have fielded an increasing number of questions about returning to the workplace in recent months. Employment lawyer Nadia Zaman says that, in general, “employees do not have the right to choose where to do their work unless they already had that right” before the pandemic. (Submitted by Nadia Zaman) “Employers can generally dictate whether the employee can work from home or must return to the office – either fully or in a hybrid model – unless there is an agreement to the contrary,” Zaman said in an interview. There are some exceptions, mostly limited to legitimate accommodation needs or specific security concerns. But Zaman said “workers don’t have the right to choose where to work unless they already had that right” before the pandemic.
A changing world of work
The extended time employees spend working at home is part of a wider context of change. Matthew Fisher, an employment lawyer and partner at Toronto-based Lecker & Associates, said many workers have learned “there can be a different way, that there can be flexibility, that there can be telecommuting.” WATCHES | What will the return to the workplace be like?:
The future of work is uncertain for Canadians
Nita Chhinzer, Associate Professor of Human Resources and Business Consulting at the University of Guelph, and Matthew Fisher, employment lawyer at Lecker and Associates Law, join Canada Tonight host Ginella Massa to talk about how the pandemic has changed the workplace culture and the future of work may look like. It predicts that some workers will point to the success of alternative arrangements when employers ask them to return to personal work — and this may be part of potential legal challenges supporting constructive dismissal when a worker feels forced out of a job by demands work. In an interview with CBC’s Canada Tonight, Fisher said workers can tell their bosses, “You’ve broken a very fundamental aspect of our working relationship that I’m doing my best, but I have a level of flexibility that I can work with from distance”. Zaman said this is more likely to happen as such arrangements continue, particularly if the employer has not clearly communicated that the alternative work arrangements are temporary. “One way employers can make sure they protect themselves… is to clearly communicate to employees that remote work is only continuing as a temporary measure due to the pandemic and its aftermath, and that employees are expected to return in the office at some point,” Zaman said. Candido, founder and director of an HR consulting group, said she advises clients to ensure these messages are repeated “a few times a year,” for exactly the same reason Zaman described.
Persuasion can be helpful
Beyond any legal framework, employers have reasons to communicate their plans to workers — if only to prevent the change from coming, experts say. Winny Shen of York University’s Schulich School of Business encourages organizations to explain to employees why they want them back in the office — even if that’s not what some of them want to hear. (Submitted by Winny Shen) Winny Shen, associate professor of organizational studies at York University’s Schulich School of Business in Toronto, recommends that organizations share with staff why workplace demands are changing. “I think sometimes organizations just say, ‘We want everyone back in the office,’ but they’re not very clear about why … they feel it’s imperative or maybe who they really think should be back in the office. “ This communication also gives employees an opportunity to evaluate the information and possibly provide feedback, which could include employees pointing out “some of the things the organization hasn’t thought of.”
Look at the deal
Where there are divisions between what workers want and what their employers demand, both sides should consider what is possible under the circumstances, Candido said. WATCHES | Demand for flexibility, even when returning to the office:
Employees want flexibility with back-to-the-office plans
With pandemic restrictions easing across Canada, companies are preparing to welcome employees back to the office. But many are pushing back and asking for flexible working arrangements, while others can’t wait to go back to the office. “Don’t draw a line in the sand — just try to negotiate,” Candido said. For example, workers can bring the idea of easing back into the workplace, he said, and employers should listen. “Employers should not dismiss employee concerns and likely won’t do so if presented in a more collaborative manner.” Staff retention is also an issue when employers make long-term decisions about work arrangements, experts said. David Kraichy, an assistant professor at the University of Saskatchewan’s Edwards School of Business, said employers who continue to offer flexible work plans may find it easier to recruit talent. Workers who don’t agree with their current employer’s return plan “may have more desire to look elsewhere,” Kraichy said.
