McGlinchey Stafford’s Post

Right to Disconnect After Office Hours- Maybe Not For years, I have navigated the waters of work texts, calls, and emails well beyond the office clock. Surprisingly, I have never found it overly burdensome. However, the abrupt scheduling of last-minute meetings just as I'm about to leave the office does strike a nerve. Yet, addressing work matters after hours or even during vacations hasn't seemed like a monumental issue to me. Still, I am aware that for many, the mere thought of after-hours contact from bosses is a source of significant stress and unhappiness. It's clear that there should be boundaries on how often and why these out-of-hours communications occur. From my perspective, there are a few scenarios where being reachable post-office hours feels justified: 1. Significant Role: Your role carries considerable weight within the organization, and your input is consistently critical—assuming, of course, that your compensation reflects this responsibility. 2. Urgent Matters: The issue at hand is of utmost importance, and your input is crucial for progress. 3. Global Timelines: Your job involves navigating different time zones, a reality well-understood upon entering such roles. 4. Critical Projects: You are part of a high-stakes project with tight deadlines, necessitating extraordinary commitment. In these instances, taking calls or responding to emails after hours is part of what it means to be a pivotal figure within your company—a role that, frankly, should be a source of pride. However, if your after-hours involvement is frequently demanded for non-urgent or trivial matters, it might be time for a conversation with your supervisor or HR. Personally, I have often found success in simply stating my unavailability or deferring the matter until the next business day. Many of these issues stem from a culture that has not set clear expectations around communication boundaries—a behavior that, with effort, can be managed and adjusted. Ultimately, fostering a healthy work-life balance is crucial for both employee well-being and organizational success. Setting clear boundaries and having open dialogues about after-hours work expectations can lead to a more engaged and less stressed workforce. Let's not shy away from these conversations—they're essential for building a culture that respects personal time while still achieving professional goals. #WorkLifeBalance #AfterHours #ProfessionalBoundaries #EmployeeWellbeing

"You can work your 90 hours per week any way you'd like" isn't exactly flex time. While four-day work weeks have received plenty of attention lately, the 'right to disconnect' is about to give it a run for its money. A bill in California would mandate employers to clearly outline working hours and guarantee workers uninterrupted personal and family time outside of working hours. We know this all too well. The bane of many an office worker's existence, the default notification sound on Slack, 'knock brush,' might as well be haunting your dreams. Unlike a customizable ringtone or text message alert, Slack's sound serves as a constant reminder - 24/7 - that work demands your attention. It's an example of our 'always on' work culture due in large part to us being tethered to our smartphones and other mobile devices. Already gaining traction in countries including Portugal, Spain, Ireland, France, and Belgium, the RTD concept is now reaching U.S. shores. California's bill would apply to public and private employers, and you can bet there will be opponents. And even without this bill, there are some who oppose even the notion of work-life contending that workers must embrace the longer hours of Chinese tech companies or be out-competed by them. Regardless of whether you support the RTD legislation, the reality is that the nature of work and the priorities of the workforce have changed significantly since the pandemic. Workers are suffering from high levels of anxiety, stress and burnout with many skipping hustle culture to focus on health and family. And as much as workers have embraced remote work, the work arrangement has unfortunately further blurred the lines on the end of the workday. At its core, the problem is a lack of clear boundaries between work and personal life. In many ways, this is a symptom of employers not setting clear expectations, which has been apparent around remote work, office hours, and after-hours availability. The RTD bill may not be the solution that everyone wants, but the hope is that it at least sparks discussion and better communications between employers and their workforce https://lnkd.in/gXqmyhey #work #california #workers #worklifebalance #righttodisconnect #legislation #mentalhealth #wellbeing #culture

Mike Hofman's post poses a really great question. Skimming all the comments there I'd say the aggrigate sentiment is: - people should work wherever they want - but state and international tax and liability is a real threat to employers - [that most commenters don't acknowledge or care about] - ...[and those that do say it shouldn't be the employee's headache to solve for] The noteworthy gap I see in all the comments (and the article) is in root-cause analysis. Ones & Heroes is a fully remote, four-day work week business. We made that choice deliberately and we had to take very specific steps to remain compliant with all the employment and tax laws where we operate. It's a bloody nightmare because... Tax and immigration laws are archaic and not sufficient for the modern workforce. The issue isn't "grumpy old employers" - the issue is legal red-tape designed 100-200 years ago. The concept of income tax is universally (as far as I know) defined on the basis that you live where you work. That just isn't a reliable statement today. My two cents: If people want to work nomadically they should, and all research & evidence I've seen say it's a productive way to work. But to make it FEASIBLE for employers, governments need to snap to the 21st century and update concepts like "place of work" being distinct from "employer" and may change on a weekly basis. It's not a simple problem, and it won't get solved tomorrow. It is solvable, however, and there are businesses helping with this today. Just try to remember that if a company has anti-nomadic policies it's likely because they don't have the resources to navigate a 200 year old system that was designed to break nomadic work.

Strong title for a complex issue. As a human, I like the idea of people being able to work from anywhere. As a CHRO, it can be a huge problem for both the individual and the company. The answer to working in an alternative location is not always "No", but it does require due diligence and an open dialogue between employee and employer to identify if it's a viable idea. And the willingness on both parts to accept the outcome of the research. #hushtrips

Saw this piece on Inc. Magazine about "hush trips," where folks sneak off to work from a beach in Mexico City but still dial into meetings like they're just down the street. The idea is that some bosses are getting their knickers in a twist over it because of productivity worries, legal stuff, and whatnot. Suzanne Lucas reckons it's a big enough deal to consider firing over. 🌴💻 But here's a thought – if we're cool with remote work, does it really matter if someone's sending emails from their sofa or a hammock in Mexico City? Here in #Valencia, we're all about that beach-and-business life. Our coworking space is so chill it comes with surfboard storage and a spot to rinse off the sea salt before your Zoom call. Because why not mix a bit of surf with your spreadsheet? I mean, sure, the traditional 9-5ers might faint at the thought of merging work with wanderlust, but isn't getting the job done the main thing? These "hush trippers" might not be clocking in the conventional hours, but they're smashing their to-do lists and probably catching a nice tan while they're at it. Let's be real – if swapping your office chair for a beach chair makes you more productive, or at least keeps you sane, I'm all for it. Maybe it's time we stop worrying about where people are logging in from and start focusing on what they're logging in to do. Besides, a little vitamin sea never hurt anyone's work ethic, right? So, here's to turning those "hush trips" into "heck yes" trips. Because if you can meet your deadlines with sand between your toes, you're not slacking – you're just mastering the art of living and working in 2024. 🏖️✨ #RemoteWork #DigitalNomadLife #WorkFromAnywhere #BeachOffice

Is the right to switch off achievable? A new government proposal has been introduced to give workers the right to disconnect from work emails, calls, and messages outside of working hours. This is intended to address the blurring of lines between work and home life, especially with the increase in remote work. While this is a positive step towards improving work-life balance, some experts are concerned that the proposal is not clear enough and could lead to more employment claims. Employers will need to be informed of the details of the proposal and create clear policies regarding the right to switch off. What are your thoughts on this proposal? Is the right to switch off achievable? #worklifebalance #remotework #employeerrights

📲 Can you legally ignore work-related calls after working hours? Recently, Australia implemented a new law that allowed employees the "right to disconnect" after working hours, following the example of more than 20 countries worldwide. The law does not ban employers from contacting workers, it rather gives workers the right not to reply. Whether you think this is ❌ or ✅ might depend on your job, industry and more. In my opinion, unless the topic is genuinely urgent, not replying outside of working hours improves work-life balance and overall mental health. I recently spent my fair share of evenings stressing about non-urgent work matters, and I had to remind myself that I work in #marketing, where nothing is ever a life or death situation. Recently, I've started to live by "your lack of planning is not my emergency" and it truly works wonders 😁 For my fellow Dutchies and expats living here, the Netherlands does not yet have legislation in place. It was originally mentioned in 2020, but never finalised. There's hope though, because the topic has been brought up by trade union FNV to be discussed again soon. More about Australia's legislation: https://lnkd.in/emZqVRYh More for Dutchies: https://lnkd.in/ed8anhtP

Isn't the better question "why does it become necessary to resort to promulgating such laws? In the US, an exempt employee is not paid by the hour meaning you are essentially always on the clock. That being the case, there is an amount of judgment and reasonableness for employers to consider here; obviously some don't. It's not like they don't have any other options And sure, employees can quit if they don't like it right? No; many do not have those options or that luxury.These kinds of unresolved things wind up on some piece of legislation. (side effects: good for getting votes) When employers have complained about the burden of all the employment regulations, let's remind them that while they may not have ever done things that resulted in such laws going into effect, many many others did and do. It is the business/employer abuses that they are now strapped by. Let's remind not to automatically point the finger at employees, unions and government. * Very briefly : For those in US not up on this stuff, basically if a job qualifies as exempt (yes- there are specific requirements) you are always on the clock. If it doesn't clear those bars you are non- exempt...- and eligible for overtime after 40 hours in a work week. BTW- employers don't have to make a job exempt (ineligible for OT). I know many that don't. however, recognizing that base pay may be higher, some reduce wages to adjust for time and one half compensation they will incur; it's how some try to manage their compensation budget and deal with fluctuations in their business cycle.

California could become the first state to give workers the "Right to Disconnect" after work hours. The state is looking to institute a clause that allows employees to disconnect and enjoy personal time. Do you feel this is necessary? As an employer, do your employees expect you to be available 24 hours a day? Share your thoughts on this latest development. #RighttoDisconnect #WorkLifeBalance #California

Our recently passed law granting workers the "right to disconnect" outside of work hours, means they can ignore work-related emails and calls without facing repercussions. Eligible employees will have the right to refuse employer or third-party contact outside of working hours. ‘Reasonable and unreasonable’ contact is the key phrase! This landmark legislation highlights the growing global movement to address work-life balance concerns in an increasingly connected world. This result signals a momentous societal shift in the value placed on work and similarly on wellbeing and private time. For job seekers, this news highlights the importance of finding companies that value employee well-being and respect boundaries. Before accepting any position, do your research. When looking for a company with a healthy work environment, ask about their policies and expectations regarding communication outside of work hours. This will help you ensure the company's values align with your own need for work-life balance. #workrights #worklifebalance #employees #law #workplace #disconnect #culture #careers