NewsFive years after COVID-19 disrupted the workplace on Long Island, many employers are now voluntarily adopting hybrid work models, with little legal friction. According to employment law experts, the post-pandemic years have helped clarify many of the challenges that initially left HR professionals unsure of how to proceed.
Labor and Employment Partner, Domenique Camacho Moran shared her insight on what employers should consider with Long Island Business News:
Domenique Camacho Moran, a partner at Farrell Fritz in Uniondale, said remote work has shifted from emergency response to a structured workplace policy.
For some roles, such as administrative assistants, job descriptions may need to change because certain tasks can’t be performed remotely. “We’re encouraging employers to revisit job descriptions and determine whether they still make sense for remote work,” Moran added.
She also noted an increase in disability accommodation requests, particularly for remote arrangements: “We are certainly seeing more of those accommodation requests today than we did 10 years ago,” she said. Still, remote work “doesn’t always mean it’s a reasonable accommodation.”
Employers still have final say: “It really is the employer’s choice,” Moran emphasized.
However, with high-value employees, “there is necessarily a dialogue” about flexibility. In non-union workplaces, individual discussions have become more common. Many unionized roles—such as on-site labor, public school teachers and first responders—often don’t facilitate remote options.
Hybrid and remote work did expose some unplanned issues. Employees participating in video conferences are not always thrilled to see coworkers in pajamas or calling in from the beach, Moran said. While they may not be legal issues at play in those scenarios, it pays employers to reinforce professional norms.
Read the full article here: Hybrid work policies reshape Long Island’s legal and business landscape | Long Island Business News
