Companies Are Discriminating Against Remote Workers: Time-Zone Prejudice

People are being asked to work longer hours and pick up other teams' slack, all because of their time zone. Tyler Le/Insider 

When interviewing for a job at a creative agency based on the West Coast, Jane was assured she could work East Coast hours. But almost immediately after she started the job, the expectations shifted. Jane, whose name has been changed since she still works in the same industry and fears being blacklisted for negative comments, said coworkers expected her to respond to Slack messages in the morning and late at night and she was invited to meetings well after her working hours ended, she told me. “I was expected to be responsive 24/7,” she said.

In the age of remote work, many people have left coastal hubs for more affordable cities across America. This means many more workers are in different time zones from their coworkers, bosses, and companies. And some employees have felt they have been exploited because of their differing time zones, being expected to take on extra work.

Other employees I spoke with said it felt as if working hours had no meaning in the remote world and that they were “on call” more than before, often because of their time-zone difference. While working remotely offers benefits that often weren’t available in a pre-pandemic world, such as living in less busy or less expensive cities, working flexible hours, or getting to wear sweatpants instead of business slacks, the issue of time zones is already causing confusion, miscommunication, and even prejudice against employees working on a different clock.

Unintentional bias

Globally, by one estimate, 16% of companies are now fully remote. And a Gallup survey from late 2021 found that 45% of the US workforce was remote at least some of the time and that most planned to stay that way. A survey from 2022 found that 56% of full-time jobs are “remote capable.” While many jobs have requirements on which states or countries employees can work from, some do not.

Employees and freelancers who are able to have spread out across the US and the globe — creating large time differences between them and the people they work with. But while the coronavirus pandemic created a surge in remote work, it isn’t a pandemic novelty for companies to have a global reach. Businesses have been navigating time zones as long as “telecommuting” has been in the lexicon. While remote is all the rage now, Gallup figures indicate 39% of Americans worked remotely in some capacity in 2012, too.

But the shift in which companies are now offering remote work options provides a clue to why time-zone bias is becoming worse. Previously, most of the businesses that hired international and across states were bigger companies with bigger infrastructure. They are more likely to have software that can handle scheduling, videoconferencing, and accommodating larger groups of people in different time zones.

Smaller companies may not be able to afford scheduling software or dedicated staff members to manage scheduling, leaving the onus of navigating time zones to managers and employees. With a surge in how many people are working remotely and from where, more people than before are navigating large time differences. As with any shift, there is a learning curve.

Some employees I spoke with felt that their companies were just careless and didn’t realize or remember differences in time zones. After a US-based company he worked for was purchased by a company based in Europe, R. Karl Hebenstreit noticed that “all of our team meetings were scheduled around European time zones and holidays, while the US employees and the Asia-based employees were afterthoughts.”

Katrina, whose last name has been withheld so she wouldn’t get in trouble for speaking about her job, is a customer-service associate for a nationwide telecommunications company. She often didn’t have a supervisor at the end of the day because of the time-zone difference. In one case, she said, she was “admonished” for not handling a situation with a customer the same way the supervisor, who wasn’t reachable, would have.

For Hebenstreit, the bias toward a European schedule caused more work to fall on his shoulders. “Meetings were scheduled on and without regard to US holidays (even though we have automatic calendars that inform us of these details),” he told me. “And due to Europe’s more generous vacation, part-time schedule, and holiday schedules, the US employees were expected to pick up the slack for their European counterparts by taking on their clients as well.”

John, who worked for a company in Texas and lives on the West Coast, also had to pick up other teams’ slack because of his time zone. (His name has been changed to avoid retaliation since he still works in the same industry.) Because he was the last to log on for the day, “end-of-day deliverables like coverage reports, rapid commentary, etc. often got handed over to me,” John told me.

Managers are often not trying to exploit; they’re simply not able to remember everyone’s time zones when managing a large team. But often, that unintentional bias can lead to full-on prejudice….Read more….

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Source: Companies Are Discriminating Against Remote Workers: Time-Zone Prejudice

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Elon Musk’s Twitter Buyout Was A Billion Dollar Windfall For These 13 Hedge Funds

Illustration by Gracelynn Wan for Forbes; Photos by Rodolfo Glcksberg/EyeEmby/Getty Images; Imran Kadir/Getty Images

For many hedge funds, Elon Musk’s $44 billion “forced” purchase of Twitter represented an easy money trade.“You didn’t have to be a genius to realize that he was going to finish that deal,” said Carl Icahn at the Forbes Iconoclast Summit on November 3, adding that he would have considered waging a proxy fight if the deal fell through.

Icahn told the audience at New York’s Historical Society that he made a profit of around $250 million by investing in Twitter this summer. But he was far from the only one to benefit. Regulatory filings show that billionaire-led hedge funds including Citadel Advisors, Millennium Management, D.E. Shaw and Third Point built large positions in Twitter in the second and third quarters, as well as other firms like Pentwater Capital and Farallon Capital.

Musk signed a merger agreement to buy Twitter for $54.20 per share in April, but the stock was trading as low as $32.65 by July when he tried to terminate the deal. That created an arbitrage opportunity for as much as a 66% return for investors who doubted Musk had much of a chance in the Delaware Court of Chancery to back out.

Icahn’s third-quarter 13-F filing with the SEC shows that he owned 12.5 million Twitter shares as of September 30. He said at the Forbes summit he bought in the mid-$30s–if he bought at an average price of $35 per share and made a $19.20 profit on each one when the deal closed at the original price of $54.20 per share on October 28, he would have netted a $240 million profit.

The only fund that made a bigger bet than Icahn was Naples, Florida-based Pentwater Capital Management, founded by Matthew Halbower in 2007. It bought 18.1 million shares during the second quarter and added another 5.3 million shares as of the end of the third quarter.

If it bought those 24 million shares at Twitter stock’s median closing price of $40.16 in the first quarter and $41.05 in the second quarter and held them through the completion of the acquisition in October, it would have made $324 million in profit, though its 13-F filing shows it hedged some of those gains by buying put options as well. Pentwater didn’t respond to a request for comment.

In all, Forbes found 13 hedge funds that spent upwards of $100 million adding to their Twitter stakes between the end of the first quarter and the end of the third quarter this year. We reached out to each fund to ask for average purchase prices, and estimated that they bought at Twitter’s median closing price in each quarter if more precise information wasn’t available. These funds cumulatively purchased more than 10% of the company in the six months leading up to September 30 and likely made well over $1 billion in profits on the deal.

These numbers don’t include any additional shares the firms may have purchased in October, when the margins were slimmer while Musk finalized the acquisition, and don’t include possible trading that took place within each quarter. 13-F filings show a simple snapshot of each firm’s long stock holdings on the last day of each quarter and don’t provide enough information to pin down exact gains and losses, but often represent the most thorough picture of what funds are buying and selling.

The biggest winners included Hong Kong-based Segantii Capital Management, founded by British investor Simon Sadler, and Farallon Capital, the San Francisco-based firm founded by Thomas Steyer in 1986 and now run by Andrew Spokes.

David Einhorn’s Greenlight Capital initiated a position of 4.3 million shares in the third quarter, his 13-F filing shows, and he wrote in a letter to investors viewed by Forbes that the average purchase price was $37.24 per share. He expected that the Delaware Court of Chancery would be wary of inviting future buyer’s remorse suits if it let Musk walk away.

“The case law on this is quite clear. If it were anyone other than Musk, we would handicap the odds of the buyer wiggling out of the deal to be much less than 5%,” Einhorn wrote in the letter prior to the completion of the deal. “At this price there is $17 per share of upside if TWTR prevails in court and we believe about $17 per share of downside, if the deal breaks. So, we are getting 50-50 odds on something that should happen 95%+ of the time.”

Musk saw the writing on the wall and reversed course in October, agreeing to pay the full price as these investors expected. His first weeks as Twitter’s owner have been marked by confusion and complaints after he opened verification to anyone willing to pay $8 per month, causing a wave of “verified” parody accounts, and laid off 3,700 employees, almost half of its staff. He has warned Twitter’s staff that “bankruptcy is not out of the question,” but if his $44 billion equity investment goes up in smoke, the hedge funds he paid that cash to will be laughing all the way to the bank.

I’m a reporter on Forbes’ money team covering investing trends and Wall Street’s difference-makers. I’ve reported on the world’s billionaires for Forbes’ wealth team

Source: Elon Musk’s Twitter Buyout Was A Billion Dollar Windfall For These 13 Hedge Funds

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When and How To Say No To Extra Work

Yann Bastard

With more and more teams being understaffed, chances are you’ve been asked to take on more work. Top performers are a prime target for additional requests. But you need to be careful about what you agree to take on. In this piece, the author outlines when it’s best…

Consider your average work week. What percentage of your daily tasks fit into your job description? If you’re like most high-achievers, chances are that over time you’ve assumed many responsibilities outside your main scope of work. But how much do these new obligations contribute to your professional advancement versus running you ragged?

In the wake of the Great Resignation, quiet quitting, and major layoffs, many professionals are being asked to do more with less. When organizations are understaffed, the workload is typically redistributed to remaining team members. While an increase in scope can temporarily boost individual commitment and performance, in the long-term it can lead to burnout and hurt the organization’s results as a whole.

Top performers are a prime target for additional requests. Not only do they enjoy a challenge and the opportunity for growth, but in my experience as an executive coach, I’ve found many high-achievers are motivated by a need to please and to earn the proverbial gold-star for going above and beyond.

Take Irene, a project manager whose team headcount was recently reduced by 15%. Kind, generous, and loyal (sometimes to a fault), Irene wanted to look like a team player and to ease her boss’s stress at this moment of crisis. She volunteered to assume three major initiatives within 48 hours of her colleagues’ departure, rendering her over capacity. Irene soon found herself living at work, moving through each day with a cloud of dread hovering over her head, unable to find time for herself, family, or friends.

While there’s typically nothing wrong with pitching in to help when the organization or your team is short-staffed, you need to make sure you’re saying yes for the right reasons. If you’re someone who, like Irene, tends to agree to every additional request that comes your way, here’s how to gauge when it’s appropriate to push back and how to do so with grace and professionalism.

Say no when … your primary job responsibilities will suffer. 

Let’s say you work on the product team, but you’ve been asked to help with marketing. You may soon find yourself spending so much time reviewing promotional material that your primary job responsibilities — things like user research or strategy — suffer.

If an assignment would detract from your core responsibilities or would compromise your ability to consistently deliver high- quality work without any significant upside in terms of learning or skills acquisition, it’s best to decline and focus on what’s already on your plate.

Avoid saying, “Sorry, this isn’t in my job description.” A better approach is to use a strategy known as the relational account, or explaining why your refusal is in the best interest of everyone involved. Put simply, this means you say “If I helped you, I’d be letting others down.” Or more specifically “I would be unable to do a good job on your project, and my other work would suffer.”

Research shows that this strategy can help you be viewed as caring and conscientious. For example, you might share, “I have to say no, because if I devoted time to marketing activities, then we’d miss several key product launch dates and our revenue goals would suffer.”

Say no when … it’s someone else’s work.

In an age with matrixed teams and highly collaborative workflows, it’s easy to get sucked into doing work that isn’t your job, like the sales rep who finds themselves fielding customer service calls. Irene, the project manager whose story I shared earlier, found herself being dragged into solving issues their director of operations should have been overseeing.

She approached her boss to find a workable compromise and explained: “It’s not possible for me to continue executing these operational duties, nor is it within my purview. Continuing to do so only creates confusion. I’m happy to put together detailed documentation so that the operations team can take over.”

If you don’t mind doing the additional work or feel it contributes to your growth in a meaningful way, clearly outline what you expect the new responsibility will result in, such as better assignments in the future, a move toward a promotion, or a mention at the board meeting. Consider a compensation adjustment to reflect your added value. You could say, “For the last six months, I’ve assumed responsibilities A, B, and C. What’s the best way to ensure my compensation is commensurate with my increased scope?”

Say no when … there’s no clear exit strategy.

Only take on additional responsibilities when you understand the full scope of what’s involved. You want to avoid miscommunication down the road and you don’t want it to be an open-ended arrangement. Perhaps your boss asks you to participate in a new initiative. Get specifics. How long will you be needed on the project? What meetings will you be expected to attend?

If after receiving clarity, you determine it’s not a fit because the opportunity of saying yes is too great, you can lead with gratitude and say, “Thank you for the opportunity. It sounds like an interesting project, but it would be out of integrity for me to commit to it knowing I wouldn’t have the bandwidth or resources available to achieve the goal.”

You might also offer to help in some smaller way. Could you attend brainstorming meetings or agree to consult on drafts of the business plan? Pitching in where and how you can proves you’re a do-er and shows you’re a team player.

Say no when … the ask is unreasonable.

Maybe senior leadership has requested a business plan from scratch within two business days. You know that’s not possible, but what do you do? Try a positive no, which allows you to protect your time while still furthering the relationship. In response to senior leadership’s request, you could explain what you can get done in the time allotted. For instance: “It’s not possible to deliver the entire report by Friday afternoon.

What I could do is have a first draft of section one. How does that sound?” Or, you might offer to adjust the timeline, saying something like, “I hear this is important. Friday isn’t possible, but I can have everything for you by Monday afternoon.”

Perhaps you offer to introduce the person to a coworker who can help or a contractor they could hire. This may sound like, “This isn’t my zone of expertise, but I’ll email you the name of a colleague who I would suggest working with.”

You can’t say no to everything, but saying no for the right reasons can help you feel more confident and empowered.

By: Melody Wilding

Source: When — and How — to Say No to Extra Work

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Financial Freedom in Retirement Is All About Cash Flow

(Image credit: Getty Images)

If things you thought were true were actually wrong, when would you want to know? When I was a child, I recall my mother saying that drinking and driving was against the law. For many years after that, whenever I saw someone drinking a soda while driving, I assumed they were criminals. Years later, I figured out that my mother was talking about drinking alcohol while driving.

I can laugh at the absurdity of this today, but it is the perfect example of how easy it can be to carry around half-truths when you don’t know what you don’t know.

Many people go through life believing things without ever considering the possibility that those things are actually wrong. I see it every day in nearly every conversation I have with people: the misinterpretation of financial terms, the misapplication of various wealth strategies and confusion about how much risk they are actually taking.

Why does this happen? Well, the internet gives everyone instant access to unlimited amounts of information. Unfortunately, there is rarely any context, and we have a tendency as human beings to process information as true or false based on the source and a basic understanding of the topic. If Google says it, then it must be true! As a result, people end up with a false sense of confidence and a laundry list of beliefs that aren’t necessarily true.

Misconceptions come with costly consequences

Your financial future rests on your understanding of what you’re doing and why you’re doing it, and the consequences are real. Any misinterpretations you may have about money could potentially destroy your quality of life and reduce your chances of experiencing true financial freedom.

The biggest obstacle to unlearning something you have always thought was true is to accept the possibility of having inaccurate information. Once you do that, unlearning bad financial information is not as complicated as you may think.

The biggest misconception I see over and over again is the focus on accumulation. People tend to evaluate their progress or level of financial success based on how much money they accumulate. While having money in the bank is important, reliable cash flow should be the ultimate goal.

Think about it: You can survive without any money accumulated, but you cannot easily get by without cash flow. Cash flow can be generated in any number of ways: a paycheck from your job, a business you own or a passive-income source. Regardless of where it comes from, cash flow is like water – you simply cannot survive without it. (To see some strategies for increasing cash flow in retirement, check out my Cash Flow Guide (opens in new tab).)

How to know if your money is fulfilling its primary purpose

Money is obviously a big part of our lives, so we have a tendency to desire more of it. But how do you decide how much is enough?

What I find is that people often use arbitrary account balances and rates of return to assess how much progress they have made, but neither of these things actually indicates whether your money is fulfilling its primary purpose: income replacement, also known as cash flow.

While having money is, of course, part of the equation, it is the wrong measurement for success. A lot of people with plenty of money still struggle with not feeling financially free or confident, and that is a problem.

Achieving financial confidence starts with answering these two questions:

  • How much actual income do you have coming in right now that you don’t have to work to receive? I am talking about actual dollars being deposited into your checking account or brokerage account.
  • If you quit working tomorrow, how much money would you need to cover all of your expenses? This includes taxes, trips, lifestyle expenses, etc.

If you’re like most people, there is a gap between how much income you’re receiving and how much you need. (That is why you work, to fill that gap.) If you want to stop working, you’ll need to figure out how to close this gap with passive income.

How is financial security different from financial freedom?

So, how do you do that? Start by understanding the difference between financial security and financial freedom.

The idea of financial security cannot necessarily be defined by exact numbers or percentages and is often expressed as a feeling of safety. That’s why most people focus on reducing debt and accumulating money. They believe that spending less, paying less in interest and earning more on their investments is what will lead them to a successful retirement.

Having large sums of money brings a sense of financial security, but it does not create financial freedom. If you’re like most people, knowing creates more confidence than assuming, and a good way to know is to complete a Gap Report™. (Get your GAP Report™ here (opens in new tab).)

Security vs. independence vs. freedom

I speak with people every week who have millions of dollars saved but don’t feel financially free. They say things like, “I think I will be OK,” or “I feel OK with what I have,” but their word choices — “I think” and “I feel” — say it all: They are not confident.

In short, if you have large sums of money, but you are still working to support your income needs, worried about market returns or uncertain about the future… that is not freedom.

There is a middle ground where you have both financial security and lifestyle flexibility in the short term, which I refer to as “financial independence.” For instance, many business owners have companies or real estate that create a revenue stream. Their business runs without their full attention, allowing them flexibility to do what they want when they want, but they must still contribute at some level in order to maintain their income sources.

Rental properties are the perfect example of great cash flow machines that generate income to potentially support your lifestyle and help you achieve financial independence. It is obviously a good thing to have these assets growing and producing income, but it still takes time and effort.

You may have a pretty great life collecting rent from your tenants, but the simple fact that you must collect it is work, not to mention addressing repairs and upkeep, managing expenses and (worst of all) dealing with unhappy people.

There is nothing wrong with running a business to provide cash flow. For some people, their business is their passion, but it is difficult to achieve true financial freedom when the business income relies upon you showing up.

This is why many people who have considerable rental properties often cash out and move to sources of passive income — because they want true financial freedom.

A true source of passive income is one where you don’t have to do anything to generate it, including Social Security, pensions, annuities, private markets and royalties.

Now, we can argue about the definitions of financial security vs. independence vs. freedom, but that would be missing the point.

Passive income is the path to financial freedom

Failing to understand the differences comes with a cost. If the point is to have enough passive income to cover your cash flow needs, why would you spend thirty-plus years measuring your progress based on account balances and rates of return?

As you can see, words matter, and definitions are important. These conflicting ideas could be why so many people think that they are on the path toward achieving freedom but never seem to reach it. They fall short of the goal because they don’t truly understand what is needed to have financial freedom and are steadfast on accumulating assets.

To have financial freedom, you have to have passive income. If you have to have passive income, then focus on building reliable income sources. It is that simple.

Source: Financial Freedom in Retirement Is All About Cash Flow | Kiplinger

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