This is Jerry Lawson’s interview with Carole Levitt, one of the country’s premier experts on Internet research, both legal and investigative. Her most recent book, coauthored with Judy Davis, is the second edition of her treatise Internet Legal Research on a Budget.
As vaccinations and relaxed health guidelines make returning to the office a reality for more companies, there seems to be a disconnect between managers and their workers over remote work. A good example of this is a recent op-ed written by the CEO of a Washington, D.C., magazine that suggested workers could lose benefits like health care if they insist on continuing to work remotely as the COVID-19 pandemic recedes. The staff reacted by refusing to publish for a day. While the CEO later apologized, she isn’t alone in appearing to bungle the transition back to the office after over a year in which tens of millions of employees were forced to work from home. A recent survey of full-time corporate or government employees found that two-thirds say their employers either have not communicated a post-pandemic office strategy or have only vaguely done so. As workforce scholars, Kimberly Merriman, David Greenway and Tamara Montag-Smith are interested in teasing out how workers are dealing with this situation. Their recent research found that this failure to communicate clearly is hurting morale, culture and retention.