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According to Yu, discrimination doesn’t stop at the office door or the Zoom waiting room.

“Instead of rolling out general RTO mandates, survey your employees about how they’re working, their productivity levels, and how they’re feeling about being remote and returning to the office,” she said.

During the pandemic, employers fundamentally reconsidered how and where employees work — a shift that once seemed permanent but is now being rolled back on a large scale.

Organizations typically then build quota-setting programs, complete detailed impact analyses, develop robust transition strategies, and leverage change management principles to communicate and roll out new plans.

Avoid open-ended or “rolling” contracts that look like ongoing employment.

Then, roll up those localized results for an enterprise-wide view.”

; “If one employee gets a slap on the wrist and another gets shown the door for the same conduct, you’re setting yourself up for a discrimination, retaliation or wrongful termination claim, because inconsistency is often what a plaintiff’s lawyer will look for first,” Morón said.

“Compensation gets people in the door.

“If knowledge isn’t captured or transferred, it walks out the door.”

Avoid an HR/sales operations roll-out roadshow.