内容摘要：, including e-commerce platforms that ship directly to U.S. consumers from overseas, has posed a challenge, according to Murray. When valued at less than $800, such parcels entered the U.S. duty-free and were not subject to the same scrutiny as bulk imports, she said.

, including e-commerce platforms that ship directly to U.S. consumers from overseas, has posed a challenge, according to Murray. When valued at less than $800, such parcels entered the U.S. duty-free and were not subject to the same scrutiny as bulk imports, she said.

Employers can compromise if their goal is to increase how much time staff members spend together. Ma suggests an “employee-choice” approach which gives teams the authority to decide how many days they will work in the office as a group.If that’s not an option, employees also can ask to adjust their hours. LaCroix leaves home at 5 a.m. and works in the office until 2 p.m. to reduce time in traffic and allow him to be home when his kids get off the bus after school. His employer requires eight hours in the workplace but is flexible on which hours.

“A lot of people are pushing back, and they are trying to work out scenarios to see what type of flexibility does exist within the mandate,” Terrell-Camper said.Some are coming up with work-arounds that aren’t endorsed by upper management. “Coffee badging” is a technique that involves heading to the office, swiping a company ID, having a coffee and leaving to work from home. Desperate to hold onto valuable employees, supervisors have tried a “hushed hybrid” approach, where they take their subordinates’ ID badges and swipe them “in” and “out” to make it appear they’ve been in the office, Ma said.It’s best to have an honest conversation with a manager about any personal needs and to “ask for forgiveness ahead of time, because your family is the most important thing,” said Amy Dufrane, CEO of the Human Resource Certification Institute. Many companies have employee assistance programs that do more than most people realize, such as directing employees to resources that can help them care for parents or children, she said.

Medical conditions can make it especially challenging to work on-site. Kyle Ankney, a public relations strategist based in Fort Lauderdale, Florida, has cerebral palsy and needs a nurse to help him change a catheter three times a day. His health insurance will only send a nurse to one location, so working in an office isn’t an option.“If that weren’t an issue, I could find my way into the office,” he said.

Ankney, who ran his own PR firm for years, was seeking director-level roles, but a recruiter told him he should consider less-senior roles because of his need to work remotely. Instead, he applied to director-level jobs that were advertised as on-site or hybrid, and then reached out to explain his circumstances and ask if the hiring companies were open to him working from home.

“While I would never normally, especially in a career setting, lead with, ‘I have cerebral palsy and I’m in a wheelchair,’ I’m finding that I’m almost having to make myself vulnerable in that way just to see if the opportunity is even there for me,” Ankney said.2¼ teaspoons instant yeast

¾ teaspoon table salt½ teaspoon ground cinnamon

¼ teaspoon ground allspice¼ teaspoon freshly grated nutmeg