Where? Did it say anything about being guaranteed to work in a specific location, lest the company pay penalties for breach of contract?
Your offer letter isn't an employment contract. All of the paperwork you sign during onboarding is a type of contract, but companies are careful to avoid guaranteeing things in those contracts.
Employment contracts have a very specific legal definition. An offer letter is not an employment contract, even though it might state your starting compensation and work location.
It's very different to believe that your onboarding papers guarantee you anything: Compensation, where you work, your title can all be changed in at-will employment.
> I agree most people don’t have “employment contracts” with defined timelines and places of work. I don’t have this.
That was the entire point I was trying to make. The thread derailed into pedantry immediately afterward. Sorry for any confusion.
You are right, though: People generally do not have employment contracts that guarantee things like remote work. This would imply penalties to the company if they changed their remote work policy.
No corporate counsel is going to accidentally let that language into contracts. That's my point.
Where? Did it say anything about being guaranteed to work in a specific location, lest the company pay penalties for breach of contract?
Your offer letter isn't an employment contract. All of the paperwork you sign during onboarding is a type of contract, but companies are careful to avoid guaranteeing things in those contracts.
Employment contracts have a very specific legal definition. An offer letter is not an employment contract, even though it might state your starting compensation and work location.
It's very different to believe that your onboarding papers guarantee you anything: Compensation, where you work, your title can all be changed in at-will employment.