Remote workers could lose out. Bosses are likely to formulate false assumptions about their work ethic and commitment to the company. If a remote-worker arrives late or misses a virtual meeting, it could be presumed that the person is slacking off. Some managers will question why some employees are in the office only Tuesdays through Thursday, and operating remotely on Mondays and Fridays. They’ll feel that they are taking advantage and taking long weekends.
Skeptical managers may deploy invasive surveillance technologies on the computers of home-based employees to ensure that they are actually working. The remote employees may grow resentful of this type of micromanaging and distrust. At first, it will be exciting to get back to the office, renew relationships and enjoy the social aspect of being together again. Pretty soon, they’ll remember how awful commuting is—especially after being home for over a year—and the wear and tear it takes on them. They’ll feel that their remote counterparts are getting a better deal and start becoming resentful. Supervisors will have to manage a hybrid model, in which some people are in the office and others at home.
In places where people are commuting via public transportation, they will fear contracting Covid-19, even after most Americans are vaccinated. They may claim that they should receive extra compensation for their commuting time and the inherent risks. Meanwhile, those at home, will call for stipends to reimburse money laid out for costly home-office expenditures..