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Telework
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There is no benefits to terminating Telework agreements only detrimental to the staff now having to re-arrange work sites, spend more money on gas communiting to work, and cause more stress towards the work enviroment.
Corri supported: Challenge The Back to Work Act of 2024 for Federal Employees * Stop The Nonsense*Remote work creates a sustainable future reducing carbon emissions from unnecessary buildings and long commutes. Remote work has been supported since the 1990's. I don't want my federal workers all centered in Washington DC. I want them in my neighborhood, available for their children, serving me and our communities, not politicians.
Ann supported: Challenge The Back to Work Act of 2024 for Federal Employees * Stop The Nonsense*Instead of taking away one of the very few benefits that working for the state provides to underpaid and over-worked employees, Gov Stitt should consider focusing on the extremely low retention rates, high burnout, & terrible policies that not only affect employees, but the entire community of Oklahoma. Taking away something that so many state workers benefit from will surely cause a much larger shortage of workers in our state agencies. Without these important state workers, our communities will suffer greatly. Calling hybrid employees “stragglers” is highly disrespectful and shows how our so-called “leadership” thinks of the people that have put in many hard working years of their life into serving the state and its people. It’s nearly 2025, the success of hybrid work has been proven time and time again by much larger entities than the State of Oklahoma. This is yet another example of our government displaying resistance and going backwards in order to satisfy their uncontrollable need to control.
MaKena supported: Retain Hybrid Work Schedules for State EmployeesForcing employees to return to the office on short notice is not only unfair but counterproductive, especially for state workers who are already among the lowest paid in their field. This results in adverse effects such as increased gas prices, long (unpaid) commute times at the employees’ expense, and the immediate need to arrange childcare. These added expenses disproportionately affect under-paid employees, further exacerbating economic strain.
Additionally, this measure is counterproductive to Stitt’s reasoning for full-time, return-to-office plan. For the state, it can mean higher operational costs, including office maintenance, utilities, and infrastructure needs. It also risks losing skilled workers who may leave for employers offering better remote or hybrid options, worsening retention in an already competitive labor market.
This decision overlooks the financial and mental well-being of employees while offering little tangible benefit, especially when remote work has been effective in delivering results.
A supported: Retain Hybrid Work Schedules for State EmployeesTaking away the only benefit that has kept most veteran employees, who have been overworked and underpaid for years, is detrimental to the already extremely high turnover rate.
Diana supported: Retain Hybrid Work Schedules for State EmployeesWFH/hybrid work should continue because our lives and the economy/cost of living have changed dramatically since 2019 and this call to the office is, of course, happening with no compensation included (even bonuses we had been getting for two years also stopped last year.)
Logically and fiscally, it makes no sense since DHS sold its offices and there is literally not enough office space for everyone. Who benefits from DHS having to buy more real estate? It’s not the tax payers or underpaid employees.
People with children are rightfully panicking because Oklahoma does not have enough licensed child care providers, so there are wait lists people have to get on before their children are even born, and then there is the cost. People will literally be working solely to pay for child care, and while DHS did offer a subsidized child care benefit for a couple years, that’s also been taken from us. This isn’t saying people don’t have kids in child care now, but because of the flexible schedule WFH offers they are able to work within school and provider parameters for drop off and pick up. This does not affect their work as we have breaks and lunch time for these tasks. Parents will now have to look at before and after school options/care too. This is an antifamily choice. Those I work with definitely work more (hours wise) with WFH due to the flexibility it allows. I know I work more now without OT or comp time. That will end if we return to office because we’ll have to deal with the commute and burnout.
As a side note, the ability to book an office space based on need or desire was never taken away for those who prefer it. And most of us do meet regularly with our coworkers/teams and have developed successful collaborative bonds.
This will most certainly affect the wellbeing of DHS employees and affect our work. I’m certain we will lose talent and experience due to this; that affects our clients, and it costs A LOT to train new hires.
The world has changed in terms of how we are able to work and flexibility and Oklahoma is going backwards. This is an anti-family, anti-health decision, and it’s just not an intelligent move either.
Also keep in mind we were told this would be a permanent change when it happened.
Samantha supported: Retain Hybrid Work Schedules for State EmployeesThis policy is deeply short-sighted and has placed an unnecessary burden on DC employees. Since the four-day in-office mandate for city workers was introduced, the additional stress it has caused is palpable. Employees are grappling with longer commutes, disrupted work-life balance, and the strain of adjusting to an inflexible schedule. Far from improving productivity or collaboration, this policy has done the opposite—stressed workers are less engaged, less productive, and less innovative.
The previous flexible work model proved to be a success. It allowed employees to focus on delivering results rather than simply being present in a physical office. It fostered collaboration by enabling workers to balance their personal and professional lives in a healthier way. This shift back to a rigid, outdated model of work undermines those gains and fails to reflect the evolving realities of modern workplaces.
Furthermore, it is not fair to use city employees as a means to "stimulate" the downtown economy. Public servants are not responsible for the financial recovery of private businesses, and forcing them back to the office for this purpose is misguided. This approach treats employees as tools for economic policy rather than as individuals whose well-being and productivity are critical to the functioning of our city government.
We urge Mayor Bowser to reconsider this policy and reinstate a more flexible and forward-thinking approach. Let DC lead by example in adopting modern, equitable work policies that respect employees' needs while continuing to deliver exceptional public service to our residents.
Kareem supported: Oppose Mayor Bowser’s Proposed Telework Policy to Eliminate Two Days of TeleworkYou’re not alone — a community of supporters is ready to back you.
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