Tips for Negotiating Remote Work Arrangements

For more than a decade as a federal employee, I’ve been proud to serve the public. I’ve earned awards, glowing reviews, and built a career I love. But here’s the truth: my success wouldn’t have been possible without telework. As a disabled professional managing multiple disabilities, remote work is more than a convenience—it’s a lifeline. It enables me to thrive in an environment that meets my needs and eliminates barriers that might otherwise exclude me. Now, all of that progress is at risk. The Wall Street Journal's John McCormick and Te-Ping Chen report on the newly envisioned Department of Government Efficiency effort to mandate full-time in-office work is alarming. Elon Musk and Vivek Ramaswamy, leading this charge, have made it clear that they expect resignations, with Ramaswamy predicting as many as 25% of federal workers could leave. To them, this might sound like trimming bureaucracy. In practice, this is a targeted assault on equity and inclusion. Telework gave disabled employees the chance to participate in record numbers, eliminating barriers like long commutes and inaccessible environments. Meg O'Connell, PHR of Global Disability Inclusion, LLC explained it best to HR Brew ™️'s Kristen Parisi: “People with disabilities have what they need in their homes. They don’t have to ask for accommodation [because] they’ve already built out their space.” Why dismantle a system that works? While many argue in-person work fosters collaboration, the private sector is proving otherwise. Glassdoor’s CEO Christian Sutherland-Wong told Fortune, “The biggest benefit we’ve seen…is being able to tap into talent all around the U.S. and the globe.” If companies like Glassdoor see remote work as a future-driven solution, why is the government pushing outdated practices? This isn’t just about where we work; it’s about who gets to work. Forcing disabled employees back into offices undermines principles of diversity, equity, inclusion, and access. Policies like DOGE’s mandate send a clear message: “We don’t trust you or value your contributions unless we see you at a desk.” As Dannie Lynn Fountain, DBA, EA, SPHR, CDR of Google said, these practices are “still disability discrimination.” The pandemic proved remote work’s transformative potential. It shattered barriers for disabled workers and redefined productivity. Now, that progress is being reversed. The stakes couldn’t be higher—not just for me but for all of us. Are we building workplaces of the future or clinging to systems that exclude? Remote work empowered me to thrive, but it also redefined what’s possible for our workforce. Let’s not let fear of change erase that progress. Inclusion is more than a checkbox; it’s a commitment to creating workplaces where everyone can succeed. #DisabilityRights #DOGE #InclusionMatters #AccessibleWorkplaces #RemoteWorkForAll #DiversityEquityInclusion #FederalGovernment #Telework #RemoteWork #WorkplaceAccessibility #ChronicPain #InvisibleDisabilities

Remote work has had a huge impact in the hiring and retention of Disabled talent. Despite it taking a pandemic to become a reality, remote work offers numerous benefits for Disabled individuals. Before you decide to make the return to your office mandatory, please consider some of the reasons why remote work is particularly advantageous for... ...Your company: 1. Enhanced Productivity: By eliminating distractions commonly found in a traditional office, remote work can enhance focus and productivity allowing individuals to efficiently complete their tasks. 2. Health Benefits: Remote work can positively impact the mental and physical health of disabled individuals, thereby preserving vital mental and physical resources for work related tasks. 3. Talent Expansion: Remote work opens up opportunities to hire the most qualified talent beyond geographical constraints, and the most qualified Disabled professionals seek employment with organizations that value #DiversityAndInclusivity, regardless of their physical location. ...Your disabled employees: 1. Flexible Environment: Remote work allows individuals to create an environment that accommodates any mobility or sensory requirements, ensuring maximum comfort and productivity, as well as easy access to their workspace without the need for commutes. 2. Increased Autonomy: Remote work allows disabled individuals to structure their day in a way that provides the opportunity to balance personal and professional responsibilities more effectively. 3. Improved Work-Life Balance: Remote work provides the opportunity to balance personal and professional responsibilities more effectively. Disabled employees might have medical appointments, therapy sessions, or other commitments that can be more easily coordinated when working remotely. Remote work offers a myriad of advantages for your company and for disabled talent. By embracing remote work policies, organizations can create a more inclusive and diverse workforce, where ALL employees can thrive and contribute their unique talents. Looking for more ways to create AND sustain #DisabilityInclusion in the workplace? Hit the ‘follow’ button! I’m an openly Autistic #DEIB Facilitator and Speaker on a mission to close the disability leadership gap. Want to JOIN FORCES with me? For Consulting, Speaking, Training & Workshops, email me at Becca@TrulyInclusiveLeadership.com or visit my website https://lnkd.in/ggFshWks Image description: background is a photo of me working on my computer, from my dining table. There is a darken layer covering it, and white bold font that reads: "Before you decide to make the return to your office mandatory, please consider some of the reasons why remote work is particularly advantageous for your company AND your disabled employees! Read the caption!" #DEI #DiversityInclusion #RemoteWork #TrulyInclusiveLeadership

Kay Fabella is one of THE most prolific podcasters in the inclusion space. Her podcast “Inclusion in Progress” has 131 episodes over 6 years. Kay’s got an interesting story: She’s a Filipina American from Los Angeles. She moved to Spain with a one-way ticket. She’s a daughter of immigrants who became an immigrant herself. As a non-EU citizen she had to be creative to find work. Her roles included being: - A singer - A food tour guide - An English teacher This was not an easy time. In 2008 Kay was hospitalised and diagnosed with clinical depression. She spent nearly two and a half years in recovery. This meant Kay had to develop tools to manage her mental health conditions while trying to earn a living. Working remotely saved her mental health. This set the stage for her idea of Inclusive Distributed Work. She talks about this A LOT. --- Most people think Distributed Work = Remote / Hybrid / In-office Kay says it also means being Global and Multicultural. Inclusive Distributed Work goes beyond  location flexibility. --- Have you heard about the remote vs return to office debate? Kay says it’s not a two-option debate. Turns out, there isn't just one way to work remotely There are 12. Which of these sounds like you? --- 1) Virtual-First with Planned In-Office Time – Example: Atlassian --- 2) Flexi-Remote with Core Office Weeks – Example: HubSpot --- 3) Output-Optimized Hybrid Work – Example: Salesforce --- 4) Hybrid with Optional In-Office Time – Example: LinkedIn --- 5) Hub-and-Spoke – Example: Dropbox --- 6) Fully Remote with Regional Hubs – Example: Automattic --- 7) Job Rotation – Example: Microsoft --- 8) Work-From-Anywhere + Cross-Cultural Hybrid – Example: Spotify --- 9) Results-Only Work Environment (ROWE) – Example: Toptal --- 10) Asynchronous-First – Example: Buffer --- 11) Digital Nomad-Friendly – Example: Doist --- 12) Core Working Hours with Flexibility – Example: UnitedHealth Group --- Which of these does your team use? Kay’s insights completely changed the way I think about remote work. Maybe it will for you to. Check out the show here and make your own mind up https://lnkd.in/eVecY-4w PS. Notice what most of these companies have in common?

Workplace flexibility is more than a four day working week, remote work or nine-day fortnight. What are the options and exactly how personalised can flexible work arrangements become? Thanks to the Geraldton Guardian newspaper for publishing my piece on this topic. Working remotely, hybrid work arrangements, and the four-day workweek are among the smorgasbord of flexible work treats now available at an increasing number of workplaces. While these options have been gobbled up by some workers, they might not satisfy everyone's appetite for workplace flexibility. The growing demand for flexible work arrangements is about to get a whole lot more personal, with an increasing number of options being put on the table for workers to choose from. The modern workplace is made up of individuals with widely varying personal situations, yet too often they are served a one-size-fits-all menu when it comes to flexible work arrangements. Consider remote and hybrid work arrangements. While many workers enjoy these flexible options, others prefer to keep their personal and work lives separate and do not find these arrangements appetising at all. This emphasizes the need for workplaces to dish up a more varied menu of flexible work options, catering to the diverse tastes and needs of their employees, ensuring everyone can find an arrangement that suits their unique lifestyle. They are plenty of flexible work options that can be put on the table many of which have been on the menu for some time, although we’ve yet to truly dish them out. Many workers prefer the flexibility of part-time work but are locked into full-time roles. There is often hesitation to convert these roles, fearing reduced employee dedication. When converting full-time roles to part-time is not feasible, job sharing—where two or more part-time employees share the responsibilities of a single full-time position—can be a viable alternative. Staggered start and finish times allow employees to adjust their working hours to better fit their personal lives, such as starting earlier or finishing later. Split schedules allow employees to divide their work hours into segments, such as working 8 am to 12 noon in the office, taking a break, and then working 4 pm to 8 pm from home. Purchased leave allows employees to buy additional leave days beyond their standard entitlement, enabling them to take extended time off for personal needs, vacations, or other commitments by deducting the cost from their salary. A deferred salary leave plan lets employees work for several years at 80% pay, saving the deferred portion to fund an extended break while still receiving a reduced salary. The variety of options on the menu means that while some employees savour a four-day week, others will relish staggered hours, and still others will opt for split schedules or time banking. #flexibleworkarrangements #flexibility #workplace #management #job #humanresources #leadership #AIMWA

A topic of conversation the last week or so that's come out consistently amongst the HR fraternity in Singapore has been around Tripartite Guidelines on FWA requests. 🇸🇬 is taking a significant step forward in promoting work-life balance and inclusivity with the introduction of the Tripartite Guidelines on Flexible Work Arrangement Requests (thanks to the robust work by Tan See Leng and his team at the Ministry of Manpower, National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF)). These guidelines will revolutionize how employees and employers approach flexible work arrangements. 💭 So what is the TG-FWAR? ✨ The TG-FWAR is a framework designed to facilitate a more structured and transparent process for FWA requests and discussions. It encourages open communication, mutual understanding, and collaboration between employers and employees 💭 What are some of the key highlights for employees? ✨ Right to Request: All employees with at least 26 weeks of service will have the right to request FWAs ✨ Reasoned Response: Employers are obligated to provide a reasoned response to FWA requests within a reasonable timeframe ✨ Appeal Mechanism: An appeal mechanism is in place for employees who are unhappy with their employer's decision 💭 What are some of the key highlights for employers? ✨ Structured Process: The guidelines provide a clear and structured process for handling FWA requests, reducing ambiguity and potential conflict ✨ Business Considerations: Employers can assess FWA requests based on legitimate business considerations and are not obligated to grant all requests ✨ Enhanced Employer Branding: Embracing FWAs can enhance employer branding and attract top talent who value work-life balance 💭 Why is this important? The TG-FWAR is expected to have a transformative impact on the Singapore workforce : ✨ Increased Employee Satisfaction: FWAs empower employees to better manage their work and personal lives, leading to improved morale and productivity ✨ Talent Attraction and Retention: Companies that embrace FWAs can attract and retain top talent who prioritize flexibility and work-life balance ✨ Diverse and Inclusive Workplace: FWAs promote inclusivity by accommodating the diverse needs of employees, including parents, caregivers, and individuals with disabilities ✨ Evolved Workplace Culture: The guidelines will foster a more open and collaborative workplace culture where flexibility is valued and encouraged The Tripartite Guidelines on Flexible Work Arrangement requests mark a significant milestone in Singapore's journey towards a more progressive and inclusive workplace. By empowering employees and providing a structured framework for employers, these guidelines are poised to reshape the way Singaporeans work and live. Excited to see workplaces embrace this new era of flexibility that works for everyone! Share your thoughts below👇 #Singapore #FWAs #TripartiteGuidelines #FutureOfWork #WorkLifeBalance

"We will pay you $75K this year and $110K next year.” I’ve helped candidates negotiate six-figure salaries, remote flexibility, and better perks. Even when employers initially resisted. Well... negotiations often hit a standstill when both sides are holding firm. The employer won’t budge, and the employee doesn’t want to compromise. So how do you move forward without losing what matters most? 1️⃣ Understand their WHY. Your employer isn’t just being difficult. They have reasons, maybe budget constraints, company culture, and managerial oversight. If they insist on in-office work, maybe they’re worried about productivity. If they push back on salary, maybe they’re balancing multiple hires. 2️⃣ Reframe the discussion. Instead of saying, "I can only do remote", say "I’ll provide daily Loom updates to showcase my work and keep communication transparent." This way, they don’t feel like they’re losing control. They’re gaining certainty. 3️⃣ Propose a step-up structure. If they claim they can’t meet your salary, introduce a phased increase: "What if we start at $75K now, with a structured raise to $110K next year based on performance?" Now, you’re giving them flexibility while ensuring you get the pay you deserve. 4️⃣ Negotiate beyond salary. If they won’t budge on pay, shift the focus. More vacation? Training budget? Performance-based bonuses? There are multiple levers to pull. The goal isn’t to win. It’s to walk away happy. No one gets 100% of what they want, But the best negotiators ensure both sides leave with a deal that feels fair. If your negotiation is stuck, shift from demands to solutions. That’s how you break the deadlock.

Your WFH rights are stronger than you think. Since DOLE released Department Order 237 to update the Telecommuting Act, “work-from-home” is no longer treated as an exception. Employers are required to give you the same minimum wage, overtime pay, holiday pay, benefits, and training opportunities as your office-based counterparts. So what happens when a company tries to cut corners? The first step is awareness. If your contract offers lower rates simply because you’re WFH, or if you’re excluded from benefits and training, that’s not a company policy. It's a clear violation. Start by keeping records such as your contract, payslips, and any communication where differences are mentioned. Bring it up with HR, and don’t hesitate to mention Department Order 237 by name. You’ll be surprised how often that shifts the conversation. If nothing changes, DOLE has hotlines and regional offices ready to take complaints, and citing the law puts you on strong ground. This knowledge is not just on reporting violations. It tells how you approach opportunities. When you evaluate a remote job posting, watch out for red flags like “lower pay for WFH,” vague promises about benefits, or the absence of overtime and holiday pay in the offer. These are signals that the employer might not comply with labor standards. On the other hand, companies that are upfront about benefits, training, and compliance show they understand the law and respect your rights. Remote work is not a privilege handed down by employers. It is work protected by law. And when you know your rights, you’re not just accepting any offer; you’re choosing the opportunities that will actually help you grow.

The strongest teams don’t just click. They clarify. Early on, when teams skip the hard conversations, they often pay later, with misalignment, misunderstandings, and burnout. That’s where Team Agreements come in. Not rules. Not micromanagement. But shared expectations, created together. ✅ How we communicate ✅ What “done” means ✅ How we handle conflict ✅ What responsiveness looks like ✅ When and how we give feedback ✅ How we support each other These conversations aren’t “soft.” They are structural. Because when everyone knows what’s expected... Trust grows. Drama drops. Accountability rises. And workflows. Too many teams assume alignment will just “happen.” It rarely does. Team agreements build the culture before chaos can occur. And they protect performance, before things break down. If you're leading a team, remote or in-person Don’t wait for friction. Start with clarity. Start with a conversation. Start with agreement. What’s one expectation you think every team should align on? Repost this to help others Follow me, Dr. Minal Chaudhry (Meinal), for more actionable insights. #Leadership #TeamDevelopment #WorkCulture #TeamAgreements #ClarityIsKind #drminalchaudhry #drmeinalchaudhry #aakashhealthcare

Did you know that you can leverage the Americans with Disabilities Act (ADA) to request work-from-home (WFH) accommodations based on mental health conditions? This could significantly reshape the "Return to Office" (RTO) landscape, creating both opportunities and challenges for employees and employers alike. Understanding RTO Mandates and the ADA: - The ADA requires employers to provide reasonable accommodations for employees with disabilities, including mental health conditions. - Keith Sonderling, Commissioner at the EEOC, highlights the importance of engaging in an interactive process with employees who request accommodations for mental health conditions. - Brandalyn Bickner, EEOC spokesperson, emphasizes that "reasonable accommodation" includes modifying workplace policies, potentially enabling remote work for employees with disabilities. The Impact of ADA Awareness on RTO Dynamics: - Many employees are unaware they can request remote work as an accommodation for mental health conditions such as anxiety, depression, or PTSD. - Increased awareness could dramatically shift current RTO dynamics, leading to more accommodation requests. - Employees need a formal diagnosis from a licensed mental health professional to claim a WFH accommodation. This must indicate that remote work is necessary for managing their condition. Legal Precedents and Employer Responsibilities: - The EEOC has shown its teeth, as seen in the ISS Facility Services, Inc. settlement and a complaint against a Georgia company for ADA violations. - Employers must navigate legal requirements and handle accommodation requests carefully to avoid discrimination and legal repercussions. Balancing Employee Needs and Operational Efficiency: - Employers should develop clear, consistent policies for handling accommodation requests, including training for managers and HR professionals. - Creative solutions, such as hybrid work schedules, flexible hours, or designated quiet spaces in the office, can help balance remote work with in-office expectations. As the workplace continues to evolve, the interplay between mental health accommodations and remote work will remain a critical issue. Employers have a legal obligation to inform their staff of their rights under the ADA and must be prepared to accommodate legitimate mental health needs while maintaining operational efficiency. Creating an inclusive work environment that supports mental health without sacrificing the benefits of in-person collaboration is crucial. By navigating this complex landscape thoughtfully and legally, employers can foster a workplace that respects employees' mental health needs and drives business success.

Remote work is here to stay. We know that companies thrive when they adopt a remote work culture. We deserve fulfilling remote careers. But many job seekers waste hours applying to job boards, hearing nothing back. The secret? Tap into the “hidden remote job market.” The “hidden market” is real - 70% of recruiters prioritize referrals, and 37% of remote positions never hit job boards. They're filled through networks & “word of mouth.” Here's how to access these hidden remote opportunities: ✅ (1) Target remote-first companies Research companies that prioritize a distributed team. Build a focused list of 10-15 companies known for remote culture. ✅ (2) Build LinkedIn connections Map remote employees at target companies on LinkedIn. Join online communities and Slack groups where remote workers hang out. Every connection expands your reach. ✅ (3) Ask for virtual coffee chats Don't ask about jobs - seek advice about remote work transitions, remote team culture, and staying connected virtually. Build authentic online relationships. ✅ (4) Provide remote-specific value Share remote work best practices, make virtual introductions, engage thoughtfully in online discussions. When remote roles open, you'll be remembered. ✅ Bonus: Get active on LinkedIn Begin sharing content around your industry. Become known as the thought leader and “go to” person and expert in your field. Opportunities will begin coming to you. Your remote dream job is out there. If you're job searching now, consider this approach to the hidden market. Remote opportunities often go to those who build connections before they need them. Question - Have you ever found a new opportunity through the “hidden job market” strategy? Would love to hear about it in the comments. — 📌 Want more help? Join the “Escape the Cubicle” Newsletter with weekly tips on how to… …level up your remote career, grow & monetize on LinkedIn, and work from anywhere. Scroll to the top of this post and click “Subscribe to Newsletter” to join 30,000+ subscribers. ☝🏻 I’m giving away my professional resume template to all new subscribers this week. 🙏 Here’s to us growing together, Wes #jobsearchtips #careercoach #remotework