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Tag: return to work

  • Overloaded email inboxes and other challenges face federal employees as they return to work – WTOP News

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    With the longest government shutdown in U.S. history now over, federal employees are returning to work. But, as they do so, a range of emotions are bubbling up.

    With the longest government shutdown in U.S. history now over, federal employees are returning to work. But, as they do so, a range of emotions are bubbling up.

    Some workers say they are relieved or anxious to start doing their jobs again, while others are uncertain that another shutdown could be coming in January. Some are also frustrated this partisan fight took place.

    Federal Trade Commission attorneys Sam and Maya, who asked WTOP not to use their last names, returned to the office Thursday — their first time back in more than six weeks.

    “It feels great. It feels good to be working again. It feels good to be doing the important work that we weren’t able to do for the past five to six weeks,” Maya said.

    “I think people are generally happy to be back at work and doing public service, which is why we’re all on the jobs,” Sam said.

    But the first hours back on the job were not without some mistakes.

    They said most employees weren’t notified until late Wednesday that they were expected back in the office Thursday morning. And, managers used their government emails to reach out to employees.

    “We’re not supposed to be checking our phone at all during the shutdown,” Sam said.

    “The fact that it was only communicated through work email with less than 12 hours’ notice was surprising, but everybody did come back,” Maya added.

    The two attorneys said they consider themselves fortunate because, during the shutdown, they did not experience some of the financial problems thousands of other federal workers had to go through.

    “We spent time with friends and family,” she said.

    “That’s how we survived for six weeks,” he said. “We took long walks. We’re attorneys, so we weren’t suffering completely by the lack of pay.”

    “The uncertainty is difficult for sure, but like I said, I’m glad it all worked out and then we’re back to work,” Maya said.

    But, the legislation President Donald Trump signed Wednesday only funds the government until the end of January.

    “I do think that there are some questions about the fact that we have until the end of January before this could possibly happen again,” Maya said.

    Playing catch up

    During the 43-day shutdown, federal office buildings in D.C. and around the country sat empty, but emails, voicemails and calendar invitations were still coming in.

    One federal employee said she felt fortunate not to have a completely stuffed inbox: “More like 200. But I worked through them this morning.”

    Another man said he had at least 600 emails in his inbox. Some were time sensitive and will be deleted.

    A federal employee standing outside his office said he was deemed an essential worker and kept sending emails to colleagues during the shutdown. “I probably sent emails to dozens and dozens of people who I know they were not working, but part of the process is that we’re continuing to do what we need to do,” he said.

    An FTC attorney admitted it may take a couple of days for everyone to get back into the workplace routine.

    “You haven’t paid attention to it for five weeks or so, there is a lot of recalling where you were in your work,” she said. “Pretty much back to normal. Honestly, we’re just working through.”

    Another employee, an FTC attorney, said he’s thrilled to be back at work and expects he’ll be putting in some long days to catch up.

    “Everybody is glad to be back. It’s been frustrating, having stuff pile up and not getting it done. Everybody is happy to be back at work,” he said. “You just got to go through and prioritize, figure out what’s most important to do first and work your way through the list.”

    A Housing and Urban Development employee, who joined the government two years ago after a successful career in the private sector, said she’s not sure which workforce she prefers.

    “I came from the private sector, so I don’t have any experience with this,” the woman said. “No, they just lay you off.”

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    Dan Ronan

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  • Johnson County sheriff accused of abusing his office allowed to return to work

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    Johnson County sheriff Adam King’s mugshot.

    Johnson County sheriff Adam King’s mugshot.

    Cleburne Times-Review

    The Johnson County sheriff accused of abuse of office and perjury can return to work while his case is pending, though he is prohibited from any contact with his employees who are witnesses in his criminal case.

    District Court Judge John Weeks granted Sheriff Adam King’s request to resume his law enforcement duties during a hearing Thursday. King pleaded not guilty to the four charges against him, according to Star-Telegram partner WFAA.

    A grand jury indicted King in August on two felony counts of retaliation against a witness and one misdemeanor count of abuse of office related to sexual harassment. The third-term sheriff is accused of repeatedly harassing his female subordinates and threatening his chief deputy to keep it quiet.

    According to the allegations, King instructed a female employee to remove her sweater, which was covering a V-neck blouse. He told the employee that she would need to “disrobe” before he would sign any documents, which was a task required for her job. The sheriff also told her, “If you keep losing weight, you’re going to make me do some ungodly things to you.”

    On another occasion, when the same employee told King she planned to arrive at work at 6 a.m. the following day, King responded, “that’s early enough that you don’t have to wear any clothes,” according to the indictment.

    When the woman wore white slacks to work, the sheriff commented, “Back in my younger days, you wouldn’t want to know what I did to women wearing white pants.”

    During a weekly all-female “teatime” hosted by the sheriff, he said, “Don’t tell people/your husbands sheriff puts his cream in your tea.”

    New charge against Johnson County sheriff

    A fourth charge, aggravated perjury, was handed up from a grand jury on Wednesday. King perjured himself when he testified that he had not changed his accuser’s work schedule after learning she had reported the harassment, according to the latest indictment.

    During testimony, King was asked whether the woman’s schedule had been changed to five eight-hour shifts a week instead of four 10-hour shifts. King said that Capt. Ben Arriola or Chief Deputy James Saulter were responsible for the change.

    Arriola was appointed acting sheriff after King placed himself on administrative leave in August.

    King is accused of threatening Saulter to stay quiet about the allegations from Anna Goodloe, a training coordinator for the Sheriff’s Office.

    Arriola and Saulter’s testimonies to the grand jury, along with the testimonies of Johnson County Judge Christopher Boedecker and Chief Deputy Mark Reinhardt, “materially contradicted” King’s assertions, according to the indictment.

    Weeks modified the conditions of King’s bond to allow him to return to work, according to WFAA. Under the new orders, King is allowed to return to the office three days a week between the hours of 10 a.m. and 4 p.m. He cannot contact any of the seven named witnesses in the case.

    If King must communicate with any of the seven witnesses about work matters, he must go through Capt. Arriola, according to WFAA.

    King also cannot access GPS or tracking tools, or conduct background checks on county employees, according to WFAA.

    Related Stories from Fort Worth Star-Telegram

    Lillie Davidson

    Fort Worth Star-Telegram

    Lillie Davidson is a breaking news reporter for the Fort Worth Star-Telegram. She graduated from TCU in 2025 with a bachelor’s degree in journalism, is fluent in Spanish, and can complete a crossword in five minutes.

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    Lillie Davidson

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  • 4 Factors Impacting Return To Office Trends

    4 Factors Impacting Return To Office Trends

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    There’s no doubt been a change in the way people work post-Covid, and many firms are embracing hybrid schedules. In certain sectors, this shift from remote to in-person has stirred demand for work areas. As WeWork’s Chief Revenue Officer Ben Samuels mentioned in a Yahoo!Finance interview, there’s been a real scramble for space in some of their markets.

    Taking a closer look at these fluctuations, we can identify several factors that are impacting the return to office trends. The level of demand for workplaces is largely dependent on the industry, city, submarket, and building type, based on the findings in my company Avison Young’s State of the Market Q1 2023 report. Let’s review each of these as we consider how some office markets have performed better than others.

    1. Some Industries Have Higher In-Person Work Rates

    In Manhattan, in-person office visits at the end of 2022 were 90.9% of their 2019 levels for biotech, life sciences, pharma and healthcare sectors, per Avison Young’s report. Other industries had strong turnouts as well, with the media reaching an in-person rate of 71.6% compared to pre-pandemic levels, and banking and finance hitting 60.2%. These were all above the average for Manhattan’s overall office visitor showings, which was 55.7% at the end of 2022 relative to end of year 2019.

    That figure has continued to climb in recent months. Visitation rates for all building classes and markets in Manhattan averaged 61% in Quarter 1 2023 compared to pre-pandemic 2019 baseline levels, according to the Real Estate Board of New York (REBNY). With CEOs like Jamie Dimon of JPMorgan & Chase Co calling workers back to the office, it’s possible that in-person rates for certain sectors like banking and finance will increase in the coming months.

    While some industries such as healthcare and real estate lean toward in-person work, others have been slower to return to the office. In Manhattan, the segments of consulting and public relations had lower levels of in-person work during the end of 2022, perhaps due to digital channels and connections. Technology trailed the average rate, with just 47.4% of in-person visits in December of last year relative to 2019 levels, according to Avison Young data.

    2. Cities Have Different Drivers

    Manhattan, Fort Lauderdale, Dallas-Fort Worth, and Nashville all held higher in-person rates at the end of 2022 than the national average relative to the week of December 9, 2019, per Avison Young’s report. Places with lower return-to-office showings included Seattle and Chicago.

    These percentages largely coincide with the labor pool in these areas and the type of work being carried out. In markets with low unemployment rates, companies may seek ways to attract and retain talent. For industries like technology, this could mean more relaxed stances on back-to-work policies. In segments where the unemployment rate rises, employers may be able to be stronger about their expectations on returning to the office.

    3. Submarkets Matter Too

    Within a city, different neighborhoods may lean more heavily into in-person work, while others remain remote. Taking a close lens to Manhattan reveals higher back-to-work percentages for Greenwich Village, Tribeca, and Chelsea, based on data presented by Avison Young. This tells us people want to live and work in these areas and are happy to come into the office. Job growth and neighborhood amenities, along with the type of office environment, will all play a role in submarket office performance.

    4. Higher Quality Office Buildings Perform Well

    Class A+ properties continue to outperform Class B properties, as well as A and A- buildings, according to data from REBNY. In New York City, Trophy and Class A properties have an inventory share of just 10%. However, these classes accounted for 71.8% of leasing activity in 2022. In 2023, their share increased to 73.6%, per Avison Young’s findings. Location visits were up for Class A+, A/A-, B, and C buildings during the first quarter of 2023, compared to 2019 levels, as reported by REBNY. Class A+ had the highest increase at 68%, followed by A/A- with 60%, and then B&C which had 57%.

    Clearly, there’s a strong increase in demand for higher quality buildings. The data reflects a shift by companies looking to upgrade their work environments. ESG-compliant buildings that promote healthy conditions could be seen as a draw, especially in areas with tight labor pools.

    If you’re an investor looking to get into the office market, you’ll have to be very specific about where you want to be and what type of product you buy. As you study a neighborhood, check the industries that operate there, along with the city and submarket drivers. Remember that return to office decisions are largely influenced by the type of building. Owners may opt for higher quality properties with better accommodations, outdoor spaces, and green environments to motivate workers to come back to the office.

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    James Nelson, Contributor

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  • Pinpoint Deploys COVID-19 Remote Wellness Screening Software, Protecting Students and Staff as Schools Begin Reopening

    Pinpoint Deploys COVID-19 Remote Wellness Screening Software, Protecting Students and Staff as Schools Begin Reopening

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    Press Release



    updated: Sep 1, 2020

    ​​Pinpoint builds upon its virtual wellness screening and monitoring platform, which both aligns with CDC guidelines and is HIPAA-compliant, to help schools safely reopen nationwide during the COVID-19 pandemic. With some states requiring schoolwide-screening programs in order to reopen, administrators are seeking technological solutions to keep students and faculty healthy.

    “We must all remain cautious as schools begin to reopen, as safety and wellness are the top priority for staff and students,” said Chris Nickerson, Managing Director. “Our data-centered approach is designed to screen, monitor, and track the health of organizations, and mitigate the risk of the spread of COVID-19.”

    Pinpoint works with all schools including K-12 and higher education. Their web-based application uses SMS (email and text) to screen staff or students who may be experiencing symptoms, had contact with a diagnosed COVID-19 individual, travel restrictions, etc. Designed with adaptive algorithms and dynamically generated resources, administrators will be able to view aggregate wellness data of their campus population in real-time.

    The inexpensive, simple-to-use platform is implemented quickly with nothing to download. Along with tracking wellness, administrators are finding new ways to use the software. Schools are using as a tool to change attendance tracking, curbside drop-off and pickup, emergency drills, and access control.

    Pinpoint is currently focusing on helping schools across the country in states like New York with early reopening plans. Assisting them with vital personalized screening solutions to help staff and households to screen themselves remotely.

    “Pinpoint’s screening tool will make it possible for our District to screen all staff and students as we return to in-person learning this fall. The company has been very easy to work with, quick to respond, and helped us seamlessly implement this key piece of our reopening plan. We’re thankful for their partnership during these stressful times.” — Kristine Orr, Superintendent of Schools, South Glens Falls Central School District, New York

    Pinpoint has its roots in schools and education as it was initially developed inside a school as a software for active shooter and compliance technology in 2016.

    To find out more, or schedule a demo, visit the website at https://www.pinpoint.us/edu-solutions

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    About Pinpoint

    Founded in 2016, the Pinpoint technology was developed and launched at a Baltimore school to provide instant accountability for students and teachers in active shooter and emergency situations. Utilizing innovative technology for the safety and security of our communities, schools, and businesses has been the organization’s mission from the beginning. 

    In 2020, Pinpoint launched its wellness check pathway, which is being used by employers to perform remote wellness screening and return-to-work procedures in the wake of the COVID-19 pandemic. The organization leverages technology solutions to increase efficiency and reach for symptom monitoring for COVID-19+ residents, screening of those at risk for COVID-19, identification mood disturbances associated and identification of domestic violence/intimate partner violence during times of increased health and economic stress.

    Contact:

    Karen Chandler

    PinpointSafety.com

    KChandler@Pinpoint.us

    Source: Pinpoint Us, LLC

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