Before the $2020$ global pandemic, a $2018$ study by GlobalWorkplaceAnalytics.com highlighted that just $3\mathrm{.}6$ percent of the United States labor force worked remotely $50$ percent or more of the time.

The same report tells us that $56$ percent of employees have jobs that could be accomplished remotely. As quarantine$/$social distancing was implemented, most of the workforce performed their tasks from home, with the exception of certain sectors $($e$.$g$.,$ service, manufacturing, etc.$).$

The remote work experiment forced by COVID$-19$ has been viewed by most as a success. But this has raised HR policy questions about WFH $($Work from Home$)$ and, taking a step further, working where you want to live versus living close to the work office. The value of on$-$premise$/$co$-$location working has come into question, and this experience brought those questions to the forefront.

If proximity and ease of commute are no longer issues, what factors drive our preferred work$/$live location? Is it being close to family members, or a location that aligns with your hobbies and passions? Whatever the answer, what we're really discussing here is the role of location in the total rewards matrix.

After reading Work$-$at$-$Home After Covid$-19$ Our Forecast from Global Workplace Analytics, please answer the questions below.

How has the pandemic changed the employee and employer views of working from home?

What policies and guidelines should be established for remote work, including expectations for availability and work hours? Please be specific in your response.

What are the legal and compliance considerations when implementing remote work arrangements, such as employment laws and tax obligations?

How can we foster opportunities for social interaction and employee well$-$being in a remote work environment?

What are the benefits of a remote workforce $($for both employees and employers$)?$

What challenges exist with a remote workforce $($for both employees and employers$)?$

How can we maintain a sense of teamwork and company culture when employees are working remotely?