Watch coverage from 1985 after Steve Jobs lost his seat of power at Apple

Apple employees demand more flexibility in their return to work plan

The employees, who are organized under a newly formed group known as Apple Together, which advocates for workers’ welfare and rights, are calling for leadership for more flexibility. They also advocate a disconnect between the company’s external marketing to customers that its products allow people to “work from anywhere” and its internal messaging to employees. “How can we understand the problems of remote work that need to be resolved in our products, if we do not live with them?” He reads an open letter to the company’s leadership that was published Friday on the Apple Together website.

“We are not asking to force everyone to work from home,” the message continues.
“We ask that we decide for ourselves, along with our teams and our line manager, what kind of work arrangement is best for each of us, whether it’s in an office, working from home, or a hybrid approach.”

Apple did not immediately respond to a request for comment on the message and did not respond to a previous request for comment on plans to return to work.

Apple’s hybrid dividend program initially sparked a backlash in June 2021 after it was set up for employees, but Apple, like most companies, backtracked on the rollout as a result of the new Covid-19 variants in the fall and winter. After the delays, Apple began its gradual approach to bringing workers back to the office, starting with once a week in early April before increasing to twice a week recently. The company outlined its latest employee schedule in an email, the text of which was published by The Verge.
Friday’s speech, which describes the pilot as “a step back in flexibility for many of our teams,” comes in anticipation of the final phase of Apple’s pilot program, which is due to go into effect at the end of May, when workers are expected to arrive in the office on Mondays and Tuesdays. And Thursday.

He outlines the specific reasons they take with the pilot, ranging from forcing workers to move unnecessarily – “a colossal waste of time as well as mental and material resources” – to what they see as an inevitable impact on diversity. “Apple will probably always find people who want to work here, but… being in the office at least 3 fixed days out of the week… will make Apple younger, whiter, more male-dominated, more neuroticly amenable to standards, and more capable — physically, in short. , will result in privileges that determine who can work for Apple, not who will be the best.”

One of the regulators, a hardware engineering employee in the Bay Area who asked not to be identified for fear of retribution, told CNN Business that there are approximately 200 workers working with Apple Together. (In contrast, Apple Together says the company has more than 100,000 employees in the United States including its retail workforce.) The group, and public advocacy for internal change, is noteworthy given that the company’s inner workings have long been shrouded in secrecy. But the tide has turned in recent months, with retail employees seeking at least two Apple stores in the US to join unions, and the emergence of the “Apple Too” initiative, which gave birth to Apple Together.
Started last August by two former Apple employees, Apple Two seeks to encourage workers to come forward with their stories of racism, sexism and discrimination in an effort to push for changes. (One former employee, Yankee Parrish, was fired, and has since filed a complaint with the National Labor Relations Board alleging retaliation. The other, Cher Scarlett, left Apple in November; she also has pending complaints with the Labor Council. An Apple spokesperson previously declined to comment on those cases.)
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According to the current employee, a panel of Apple Together workers drafted the letter in recent weeks after some employees previously tried to raise concerns within Apple’s internal channels “unsuccessfully”.

“There is a huge disconnect between executive leadership and people,” the employee said, noting that while some managers may want flexibility themselves or can empathize with the individual needs of their direct reports, “the further you go up the chain, the more that empathy erodes.”

The letter, published on the 12th anniversary of the late Steve Jobs’ “Ideas on Flash” open letter and borrowing its form, ends with a reference to the co-founder of Apple.

As Steve said, “It doesn’t make sense to hire smart people and then tell them what to do. We hire smart people so they can tell us what to do.” Here we are, the smart people you hired, and we tell you what to do: Please get out of our way, there is no one-size-fits-all, let’s decide how we do best, and let’s do our best work in our lives.

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