With statistics like these in mind, some companies are now considering pay rises and perks to help soften the blow of coming back to the cubical either full time or, more likely, on a hybrid model of two to three days in the office and the rest remote. Yet, studies show that even that may not be enough for some workers, who now prize flexibility far more than compensation. Moreover, creating new compensation tiers for remote and in-office workers could actually exacerbate pay gaps for women and minorities, creating new equity problems over the coming months.
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