California’s Employment Development Department (EDD) is calling its civil servants back to the office, aligning with a broader trend among state agencies. EDD Director Nancy Farias announced that staff will be required to work in-office at least two days a week starting early spring. This move mirrors actions by the state’s environmental and health and human services agencies, all emphasizing the benefits of increased collaboration and improved office culture.
The shift comes as Gov. Gavin Newsom’s budget proposes cuts to telework stipends for state employees, signaling a significant change in the state’s approach to remote work. These stipends, ranging from $25 to $50, have been a small but important component of the compensation package for eligible teleworkers.
Farias’s announcement, disclosed through a California Public Records Act request initiated by the Sacramento Bee, acknowledges the diverse impact of this transition on employees. To manage this, she suggests that each branch will have some flexibility in implementing the policy, taking into account operational needs, office space, and equipment.
This return-to-office directive marks the end of an era of widespread remote work initiated in March 2020 due to the COVID-19 pandemic. Over the last four years, state employees have enjoyed the benefits of remote work, including reduced commuting costs, more family time, and the opportunity to live in more affordable areas away from major cities.
However, this shift has not been without its challenges. City officials and business groups have repeatedly urged the state to bring workers back to rejuvenate local economies and revive downtown areas. In August last year, a plan was announced to convert certain state office buildings in Sacramento into affordable housing. The future of these plans, especially for buildings like the EDD’s offices at 800 Capitol Mall and 751 N St, remains uncertain with the new return-to-office order.
The EDD has released a “frequently asked questions” document (see below) to guide employees through this transition. It indicates that supervisors will play a crucial role in granting exceptions to the two-day office requirement. However, the document offers few specific exceptions, suggesting a strict approach to the new mandate.
One key concern is the potential for disciplinary action if employees fail to comply with in-office schedules without prior approval. The guidelines state that unsanctioned remote work could lead to being marked as absent without leave (AWOL).
Employees could also face logistical challenges, such as desk sharing due to reduced office space and increased staffing. The guidelines offer little flexibility for employees with caregiving responsibilities, directing them instead to existing leave programs like the Family and Medical Leave Act and the California Family Rights Act.
