Don’t be misled by reviews promoting remote work. Unless you were previously grandfathered in or are in one of the few remote-eligible roles (such as sales), the expectation is to be in the office 40 hours per week. Attendance is monitored through Teams activity and badge swipes to confirm physical presence — even if you have no direct reports or team members working onsite.
On-site perks are often highlighted, but the reality was underwhelming. Breakfast typically consisted of pastries and donuts from a local grocery store. Healthier options such as Greek yogurt and fruit were gradually reduced over time.
After 15 years with the company — including 14 years of successful remote performance — I was required to return to the office despite having no direct reports onsite. In effect, I was performing remote work from an office. As a single mother, the 2+ hour daily commute created significant strain. Over time, I began experiencing stress-related physical symptoms, including anxiety and other health concerns.
My ADA accommodation requests were not supported. I was explicitly warned that continuing to pursue accommodations could jeopardize my employment, and those warnings were ultimately acted upon. Employees who raised safety or medical concerns were escorted out rather than engaged in a constructive dialogue.
All management within my department left within six months of the return-to-office announcement, which speaks volumes about the impact of that decision on leadership stability.
For a company that is self-funded for medical benefits, I expected employee physical and mental health to be treated with greater seriousness. Prospective employees should carefully evaluate whether the culture and policies align with their needs.
