Remote work is having a moment amid COVID-19 fears
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With the rapid spread of COVID-19, companies are scrambling to figure out how to keep business up and running during a local outbreak should employees need to stay away from the office. Remote work has been increasing in the United States, and the outbreak could be a turning point in making such arrangements permanent.
Remote work allows companies to pull from a broader talent pool, lower real estate costs and boost employee productivity, but does require additional training to make sure employees effectively communicate.
As cases of COVID-19 illness began to mount in the U.S. last week, New York commercial real estate brokerage SquareFoot started making emergency plans.
“We just wanted to be prepared should the alarm bell really go off,” said Eugenie Fanning, vice president of people. The company has asked employees to hold off booking business trips, stay home for two weeks if they’ve traveled through affected areas and take home their laptops at the end of each day.
“A lot of what we do can be done online using Slack and video conferencing,” she said.
JPMorgan Chase announced similar plans, while Nike temporarily shut its Oregon headquarters for cleaning over the weekend and asked employees with links to a COVID-19 case at a nearby school to stay home.
Remote work has increased dramatically over the decade, said Sara Sutton, the founder of job listing site FlexJobs, but fully remote work still makes up less than 5% of full time jobs in the U.S.
“A lot of organizations are doing remote work right now in a very ad hoc manner,” Sutton said. “They don’t have a formal plan in place.” That leaves many remote workers feeling isolated and unsupported.
Cali Williams Yost, CEO of Flex Strategy Group, which helps companies implement flexible work arrangements, said COVID-19 could be a turning point.
“I think this is an opportunity to become more intentional and strategic about making flexibility in the way work is done part of the cultural DNA,” she said.
COVID-19 Economy FAQs
Millions of Americans are unemployed, but businesses say they are having trouble hiring. Why?
This economic crisis is unusual compared to traditional recessions, according to Daniel Zhao, senior economist with Glassdoor. “Many workers are still sitting out of the labor force because of health concerns or child care needs, and that makes it tough to find workers regardless of what you’re doing with wages or benefits,” Zhao said. “An extra dollar an hour isn’t going to make a cashier with preexisting conditions feel that it’s safe to return to work.” This can be seen in the restaurant industry: Some workers have quit or are reluctant to apply because of COVID-19 concerns, low pay, meager benefits and the stress that comes with a fast-paced, demanding job. Restaurants have been willing to offer signing bonuses and temporary wage increases. One McDonald’s is even paying people $50 just to interview.
Could waiving patents increase the global supply of COVID-19 vaccines?
India and South Africa have introduced a proposal to temporarily suspend patents on COVID-19 vaccines. Backers of the plan say it would increase the supply of vaccines around the world by allowing more countries to produce them. Skeptics say it’s not that simple. There’s now enough supply in the U.S that any adult who wants a shot should be able to get one soon. That reality is years away for most other countries. More than 100 countries have backed the proposal to temporarily waive COVID-19 vaccine patents. The U.S isn’t one of them, but the White House has said it’s considering the idea.
Can businesses deny you entry if you don’t have a vaccine passport?
As more Americans get vaccinated against COVID-19 and the economy begins reopening, some businesses are requiring proof of vaccination to enter their premises. The concept of a vaccine passport has raised ethical questions about data privacy and potential discrimination against the unvaccinated. However, legal experts say businesses have the right to deny entrance to those who can’t show proof.
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