Martha Stewart doesn’t like remote work, wants employees back in office

Martha Stewart, the 81-year-old media mogul, has recently made waves with her strong critique of remote work during an interview with Footwear News.

Driving the news: Joining the ranks of skeptics, Stewart’s outspoken views have ignited a lively debate on the future of work arrangements in the post-pandemic world.

• In a recent interview, she expressed concerns about the effectiveness of remote work and questioned the impact it may have on productivity.
• Stewart vehemently opposes remote work and believes that a combination of three days in the office and two days working remotely would hamper productivity.
• Drawing upon France’s tradition of taking time off in August, she argues that such practices are not conducive to a thriving economy and questions whether America should adopt a similar approach.

What she said: Despite the challenges posed by the COVID-19 pandemic, Stewart continued working a full five-day week, showcasing her dedication and commitment to her craft.

• “You can’t possibly get everything done working three days a week in the office and two days remotely,” she told the publication.
• Known for her advocacy of hustle culture, Stewart believes that employers should have the freedom to contact employees at any time, even on weekends.
• “If you can’t talk on a Sunday and you take umbrage that I’m calling you on a Sunday… Business is exciting. I want people to feel that way about business.”

Why it matters: Her viewpoints contribute to the ongoing discourse surrounding the advantages and disadvantages of remote work, as well as the broader implications for work-life balance and productivity.

• The clash between remote work and returning to the office has been a significant point of contention, with major companies like Amazon, Apple, Disney, Goldman Sachs, and JPMorgan requiring employees to resume in-person work, while some employees fiercely resist these mandates.
• The conflicting perspectives on work arrangements highlight the evolving nature of work and the need to strike a balance between flexibility, collaboration, and productivity.

Can your employer make you go back to the workplace?

Your employer, if they permitted remote work as a temporary measure during the COVID-19 pandemic, can request you to reduce or terminate your remote work if your employment contract mandates in-office work.

This includes non-unionized individuals working full-time, part-time, or hourly in Ontario, Alberta, and B.C.

Employers in Canada generally have a right to determine where staff work — as long as it meets the standards required for a safe workplace.

I was hired as a remote worker, do I have to start working from the office?

If the employment contract you signed doesn’t require you to work in the office, it’s very likely that your employer can’t make you shift to in-office work.

In some cases, companies ask remote workers to sign a new agreement that does require them to work in the office instead.

If your employer provides you with a new employment contract, don’t accept anything until you speak with an experienced employment lawyer at Samfiru Tumarkin LLP.

Can my employer fire me for refusing to return to the office?

Employers can fire non-unionized workers in Canada if they refuse to return to the office.

This is called a termination without cause. Companies can let you go for any reason, as long as:

• You are provided full severance pay
• The reasons for your dismissal aren’t discriminatory

If you refuse to return to the office, but your employment contract requires you to do so, your boss might be able to fire you for cause.

This type of dismissal is reserved for the worst kinds of workplace offences, such as serious insubordination, theft, or assault.

In this situation, the company doesn’t have to provide you with a severance package and you can’t access Employment Insurance (EI) benefits.

What if I can’t return because of a disability?

In Canada, employers are legally obligated to assist workers who can’t perform their job due to a disability (either physical or psychological), religious reasons, or other constraints.

As part of their duty to accommodate, companies may have to:

• Modify the shift
• Change an employee’s job requirements
• Provide someone to help an individual complete their tasks

The goal is to ensure that staff can continue to perform their job duties, despite their disability.

If you believe that your employer hasn’t properly fulfilled their duty to accommodate, contact Samfiru Tumarkin LLP.

Lost your job? Speak with an employment lawyer

If you are fired or let go for refusing to return to the office, or for any reason, contact the experienced employment law team at Samfiru Tumarkin LLP.

Our lawyers in Ontario, Alberta, and B.C. have helped tens of thousands of non-unionized individuals resolve their workplace issues.

We can review your situation, enforce your workplace rights, and ensure that you receive the compensation you deserve.