Pros
Meaningful work, 26 vacation days, pension, and talented attorneys
Cons
CPS is moving employees from 50% in-office attendance to four days per week, a drastic change made with no transparency or consideration for its employees. CPS did not conduct a study, perform productivity analysis, or any employee surveys before making its decision to unilaterally end its work from home policy. There is no evidence that CPS’ existing hybrid work from home model was not working or that four days in the office would improve productivity. The announcement was also disrespectful. It was sent around 4:30 p.m. immediately before the 4th of July weekend, and the email’s tone from the Chief Talent Officer was condescending and aloof. A major change affecting employees’ lives, commuting costs, childcare arrangements, schedules, and morale was communicated at the end of the day before a long weekend, leaving employees with no opportunity to ask questions or raise concerns! The lack of planning is obvious. In the Law Department, there are more attorneys than offices. CPS is ordering attorneys back four days per week without having enough offices for employees. Count the attorneys. Then count the offices. That would have been a good start. Prospective attorneys should ask themselves why they would accept lower public-sector compensation, commute four days per week, and arrive at an office where there are not even enough offices for the attorneys already employed there. The decision to end work from home reflects a broader problem with senior leadership: top-down decision-making, no transparency, and an outdated belief that physical presence in the office increases collaboration. CPS already experiences high-turnover and retention challenges. Eliminating the work from home policy will only make the organization less competitive and will cause the employees more work, since there will be no attorneys left to do the work. Morale has taken a serious hit. I am planning my exit due to the elimination of the work from home policy.