I really hope senior leadership reads and addresses this - it is a real problem impacting the talent retention the company stresses they want to improve.
A lot of people have resigned due to geographic restrictions on remote work. This “policy” restricts work from outside a local area (generally DC, PA, WV, MD, VA, and NC). However, it is only apparently only active in certain areas of the company.
Since policy is uniformly applicable to all associates, the non-uniform application goes against HR tenets and the “One Company, One Team” mantra.
Again, this is a serious problem. If the company cannot or will not alter the stance to one of uniformity, then no one needs to hear any more speeches about attracting and retaining talent. Also, talent has been lost due to inefficiencies of HR in nor making timely decisions where associates have competing offers from outside companies in counter offers.
Yes, we understand the tax implications across state lines with a national workforce, but qualified HR and Finance areas at other companies handle this adequately. The result: a detriment to CareFirst talent attraction and retention in a very tight labor market.