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Data from the pandemic can guide organizations struggling to reimagine the new office..
Facebook founder and CEO Mark Zuckerberg isn’t your typical office worker. He was No. 3 on the 2020 Forbes list of the richest Americans, with a net worth of $125 billion, give or take. But there’s at least one thing Zuckerberg has in common with many other workers: he seems to like working from home. In an internal memo, which made its way to the Wall Street Journal , as Facebook announced plans to offer increased flexibility to employees, Zuckerberg explained that he would work remotely for at least half the year.
“Working remotely has given me more space for long-term thinking and helped me spend more time with my family, which has made me happier and more productive at work,” Zuckerberg wrote. He has also said that he expects about half of Facebook’s employees to be fully remote within the next decade.
The coronavirus pandemic continues to rage in many countries, and variants are complicating the picture, but in some parts of the world, including the United States, people are desperate for life to return to normal—everywhere but the office. After more than a year at home, some employees are keen to return to their workplaces and colleagues. Many others are less eager to do so, even quitting their jobs to avoid going back. Somewhere between their bedrooms and kitchens, they have established new models of work-life balance they are loath to give up.
This has left some companies trying to recreate their work policies, determining how best to handle a workforce that in many cases is demanding more flexibility. Some, such as Facebook, Twitter, and Spotify, are leaning into remote work. Others, such as JPMorgan Chase and Goldman Sachs, are reverting to the tried-and-true office environment, calling everyone back in. Goldman’s CEO David Solomon, in February, called working from home an “aberration that we’re going to correct as quickly as possible.” And JPMorgan CEO Jamie Dimon said of exclusively remote work: “It doesn’t work for those who want to hustle. It doesn’t work for spontaneous idea generation. It doesn’t work for culture.”
This pivotal feature of pandemic life has accelerated a long-running debate: What do employers and employees lose and gain through remote work? In which setting—the office or the home—are employees more productive? Some research indicates that working from home can boost productivity and that companies offering more flexibility will be best positioned for success. But this giant, forced experiment has only just begun.
A persistent sticking point in this debate has been productivity. Back in 2001, a group of researchers from the Human-Computer Interaction Institute at Carnegie Mellon, led by Robert E. Kraut , wrote that “collaboration at a distance remains substantially harder to accomplish than collaboration when members of a work group are collocated.” Two decades later, this statement remains part of today’s discussion.
However, well before Zoom, which came on the scene in 2011, or even Skype, which launched in 2003, the researchers acknowledged some of the potential benefits of remote work, allowing that “dependence on physical proximity imposes substantial costs as well, and may undercut successful collaboration.” For one, they noted, email, answering machines, and computer bulletin boards could help eliminate the inconvenience of organizing in-person meetings with multiple people at the same time.
Two decades later, remote-work technology is far more developed. Data from the US Bureau of Labor Statistics indicate that, even in pre-pandemic 2019, more than 26 million Americans—approximately 16 percent of the total US workforce—worked remotely on an average day. The Pew Research Center put that pre-pandemic number at 20 percent, and in December 2020 reported that 71 percent of workers whose responsibilities allowed them to work from home were doing so all or most of the time.
The sentiment toward and effectiveness of remote work depend on the industry involved. It makes sense that executives working in and promoting social media are comfortable connecting with others online, while those in industries in which deals are typically closed with handshakes in a conference room, or over drinks at dinner, don’t necessarily feel the same. But data indicate that preferences and productivity are shaped by factors beyond a person’s line of work.
Before the COVID-19 pandemic, Stanford’s Nicholas Bloom was bullish on work-from-home trends. His 2015 study, for one—with James Liang , John Roberts , and Zhichun Jenny Ying , all then at Stanford—finds a 13 percent increase in productivity among remotely working call-center employees at a Chinese travel agency.
But in the early days of the pandemic, Bloom was less optimistic about remote work. “We are home working alongside our kids, in unsuitable spaces, with no choice and no in-office days,” Bloom told a Stanford publication in March 2020. “This will create a productivity disaster for firms.”
To test that thesis, Jose Maria Barrero of the Mexico Autonomous Institute of Technology, Bloom, and Chicago Booth’s Steven J. Davis launched a monthly survey of US workers in May 2020, tracking more than 30,000 workers aged 20–64 who earned at least $20,000 per year in 2019.
Companies that offer more flexibility in work arrangements may have the best chance of attracting top talent at the best price.
The survey measured the incidence of working from home as the pandemic continued, focusing on how a more permanent shift to remote work might affect not only productivity but also overall employee well-being. It also examined factors including how work from home would affect spending and revenues in major urban centers. In addition to the survey, the researchers drew on informal conversations with dozens of US business executives. They are publishing the results of the survey and related research at wfhresearch.com .
In an analysis of the data collected through March 2021, they find that nearly six out of 10 workers reported being more productive working from home than they expected to be, compared with 14 percent who said they got less done. On average, respondents’ productivity at home was 7 percent higher than they expected. Forty percent of workers reported they were more productive at home during the pandemic than they had been when in the office, and only 15 percent said the opposite was true. The researchers argue that the work-from-home trend is here to stay, and they calculate that these working arrangements will increase overall worker productivity in the US by 5 percent as compared with the pre-pandemic economy.
“Working from home under the pandemic has been far more productive than I or pretty much anyone else predicted,” Bloom says.
Some workers arguing in favor of flexibility might say they’re more efficient at home away from chatty colleagues and the other distractions of an office, and that may be true. But above all, the increased productivity comes from saving transit time, an effect overlooked by standard productivity calculations. “Three-quarters or more of the productivity gains that we find are coming from a reduction in commuting time,” Davis says. Eliminate commuting as a factor, and the researchers project only a 1 percent productivity boost in the postpandemic work-from-home environment, as compared with before.
It makes sense that standard statistics miss the impact of commutes, Davis explains. Ordinarily, commuting time generally doesn’t shift significantly in the aggregate. But much like rare power outages in Manhattan have made it possible for New Yorkers to suddenly see the nighttime stars, the dramatic work-from-home shift that occurred during the pandemic made it possible to recognize the impact traveling to and from an office had on productivity.
Before the pandemic, US workers were commuting an average of 54 minutes daily, according to Barrero, Bloom, and Davis. In the aggregate, the researchers say, the pandemic-induced shift to remote work meant 62.5 million fewer commuting hours per workday.
People who worked from home spent an average of 35 percent of saved commuting time on their jobs, the researchers find. They devoted the rest to other activities, including household chores, childcare, leisure activities such as watching movies and TV, outdoor exercise, and even second jobs.
With widespread lockdowns abruptly forcing businesses to halt nonessential, in-person activity, the COVID-19 pandemic drove a mass social experiment in working from home, according to Jose Maria Barrero of the Mexico Autonomous Institute of Technology, Stanford’s Nicholas Bloom , and Chicago Booth’s Steven J. Davis . The researchers launched a survey of US workers, starting in May 2020 and continuing in waves for more than a year since, to capture a range of information including workers’ attitudes about their new remote arrangements.
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Aside from commuting less, remote workers may also be sleeping more efficiently, another phenomenon that could feed into productivity. On days they worked remotely, people rose about 30 minutes later than on-site workers did, according to pre-pandemic research by Sabrina Wulff Pabilonia of the US Bureau of Labor Statistics and SUNY Empire’s Victoria Vernon . Both groups worked the same number of hours and slept about the same amount each night, so it’s most likely that “working from home permits a more comfortable personal sleep schedule,” says Vernon. “Teleworkers who spend less time commuting may be happier and less tired, and therefore more productive,” write the researchers, who analyzed BLS data from 2017 to 2018.
While remote employees gained back commuting time during the pandemic, they also worked fewer hours, note Barrero, Bloom, and Davis. Hours on the job averaged about 32 per week, compared with 36 pre-pandemic, although the work time stretched past traditional office hours. “Respondents may devote a few more minutes in the morning to chores and childcare, while still devoting about a third of their old commuting time slot to their primary job. At the end of the day, they might end somewhat early and turn on the TV. They might interrupt TV time to respond to a late afternoon or early evening work request,” the researchers explain.
This interpretation, they write, is consistent with media reports that employees worked longer hours from home during the pandemic but with the added flexibility to interrupt the working day. Yet, according to the survey, this does not have a negative overall effect on productivity, contradicting one outdated stereotype of a remote worker eating bonbons, watching TV, and getting no work done.
The widespread implementation of remote-working technology, a defining feature of the pandemic, is another important factor for productivity. This technology will boost work-from-home productivity by 46 percent by the end of the pandemic, relative to the pre-pandemic situation, according to a model developed by Rutgers’s Morris A. Davis , University of North Carolina’s Andra C. Ghent , and University of Wisconsin’s Jesse M. Gregory . “While many home-office technologies have been around for a while, the technologies become much more useful after widespread adoption,” the researchers note.
There are significant costs to leaving the office, Rutgers’s Davis says, pointing to the loss of face-to-face interaction, among other things. “Working at home is always less productive than working at the office. Always,” he said on a June episode of the Freakonomics podcast.
One reason, he says , has to do with the function of cities as business centers. “Cities exist because, we think, the crowding of employment makes everyone more productive,” he explains. “This idea also applies to firms: a firm puts all workers on the same floor of a building, or all in the same suite rather than spread throughout a building, for reasons of efficiency. It is easier to communicate and share ideas with office mates, which leads to more productive outcomes.” While some employees are more productive at home, that’s not the case overall, according to the model, which after calibration “implies that the average high-skill worker is less productive at home than at the office, even postpandemic,” he says.
What will happen to urban business districts and the cities in which they are located in the age of increasing remote work?
About three-quarters of Fortune 500 CEOs expect to need less office space in the future, according to a May 2021 poll. In Manhattan, the overall office vacancy rate was at a multidecade high of 16 percent in the first quarter of 2021, according to real-estate services firm Cushman & Wakefield.
And yet Davis, Ghent, and Gregory’s model projects that after the pandemic winds down, highly skilled, college-educated workers will spend 30 percent of their time working from home, as opposed to 10 percent in prior times. While physical proximity may be superior, working from home is far more productive than it used to be. Had the pandemic hit in 1990, it would not have produced this rise in relative productivity, per the researchers’ model, because the technology available at the time was not sufficient to support remote work.
A June article in the MIT Technology Review by Stanford’s Erik Brynjolfsson and MIT postdoctoral scholar Georgios Petropoulos corroborates this view. Citing the 5.4 percent increase in US labor productivity in the first quarter of 2021, as reported by the BLS, the researchers attribute at least some of this to the rise of work-from-home technologies. The pandemic, they write, has “compressed a decade’s worth of digital innovation in areas like remote work into less than a year.” The biggest productivity impact of the pandemic will be realized in the longer run, as the work-from-home trend continues, they argue.
Not all the research supports the idea that remote work increases productivity and decreases the number of hours workers spend on the job. Chicago Booth’s Michael Gibbs and University of Essex’s Friederike Mengel and Christoph Siemroth find contradictory evidence from a study of 10,000 high-skilled workers at a large Asian IT-services company.
The researchers used personnel and analytics data from before and during the coronavirus work-from-home period. The company provided a rich data set for these 10,000 employees, who moved to 100 percent work from home in March 2020 and began returning to the office in late October.
Total hours worked during that time increased by approximately 30 percent, including an 18 percent rise in working beyond normal business hours, the researchers find. At the same time, however, average output—as measured by the company through setting work goals and tracking progress toward them—declined slightly. Time spent on coordination activities and meetings also increased, while uninterrupted work hours shrank. Additionally, employees spent less time networking and had fewer one-on-one meetings with their supervisors, find the researchers, adding that the increase in hours worked and the decline in productivity were more significant for employees with children at home. Weighing output against hours worked, the researchers conclude that productivity decreased by about 20 percent. They estimate that, even after accounting for the loss of commuting time, employees worked about a third of an hour per day more than they did at the office. “Of course, that time was spent in productive work instead of sitting in traffic, which is beneficial,” they acknowledge.
Regardless of what research establishes in the long run about productivity, many workers are already demanding flexibility in their schedules.
Overall, though, do workers with more flexibility work fewer hours (as Barrero, Bloom, and Davis find) or more (as at the Asian IT-services company)? It could take more data to answer this question. “I suspect that a high fraction of employees of all types, across the globe, value the flexibility, lack of a commute, and other aspects of work from home. This might bias survey respondents toward giving more positive answers to questions about their productivity,” says Gibbs.
The findings of his research do not entirely contradict those of Barrero, Bloom, and Davis, however. For one, Gibbs, Mengel, and Siemroth acknowledge that their study doesn’t necessarily reflect the remote-work model as it might look in postpandemic times, when employees are relieved of the weight of a massive global crisis. “While the average effect of working from home on productivity is negative in our study, this does not rule out that a ‘targeted working from home’ regime might be desirable,” they write.
Additionally, the research data are derived from a single company and may not be representative of the wider economy, although Gibbs notes that the IT company is one that should be able to optimize remote work. Most employees worked on company laptops, “and IT-related industries and occupations are usually at the top of lists of those areas most likely to be able to do WFH effectively.” Thus, he says, the findings may represent a cautionary note that remote work has costs and complexities worth addressing.
As he, Mengel, and Siemroth write, some predictions of work-from-home success may be overly optimistic, “perhaps because professionals engage in many tasks that require collaboration, communication, and innovation, which are more difficult to achieve with virtual, scheduled interactions.”
The focus on IT employees’ productivity, however, excludes issues such as worker morale and retention, Booth’s Davis notes. More generally, “the producer has to attract workers . . . and if workers really want to commute less, and they can save time on their end, and employers can figure out some way to accommodate that, they’re going to have more success with workers at a given wage cost.”
Companies that offer more flexibility in work arrangements may have the best chance of attracting top talent at the best price. The data from Barrero, Bloom, and Davis reveal that some workers are willing to take a sizable pay cut in exchange for the opportunity to work remotely two or three days a week. This may give threats from CEOs such as Morgan Stanley’s James Gorman—who said at the company’s US Financials, Payments & CRE conference in June, “If you want to get paid New York rates, you work in New York”—a bit less bite. Meanwhile, Duke PhD student John W. Barry , Cornell’s Murillo Campello , Duke’s John R. Graham , and Chicago Booth’s Yueran Ma find that companies offering flexibility are the ones most poised to grow.
Working policies may be shaped by employees’ preferences. Some workers still prefer working from the office; others prefer to stay working remotely; many would opt for a hybrid model, with some days in the office and some at home (as Amazon and other companies have introduced). As countries emerge from the pandemic and employers recalibrate, companies could bring back some employees and allow others to work from home. This should ultimately boost productivity, Booth’s Davis says.
Or they could allow some to work from far-flung locales. Harvard’s Prithwiraj Choudhury has long focused his research on working not just from home but “from anywhere.” This goes beyond the idea of employees working from their living room in the same city in which their company is located—instead, if they want to live across the country, or even in another country, they can do so without any concern about being near headquarters.
At many companies, the future will involve remote work and more flexibility than before. That could be good for reducing the earnings gap between men and women—but only to a point.
“In my mind, there’s no question that it has to be a plus, on net,” says Harvard’s Claudia Goldin. Before the pandemic, many women deemphasized their careers when they started families, she says.
Research Choudhury conducted with Harvard PhD student Cirrus Foroughi and Northeastern University’s Barbara Larson analyzes a 2012 transition from a work-from-home to a work-from-anywhere model among patent examiners with the United States Patent and Trademark Office. The researchers exploited a natural experiment and estimate that there was a 4.4 percent increase in work output when the examiners transitioned from a work-from-home regime to the work-from-anywhere regime.
“Work from anywhere offers workers geographic flexibility and can help workers relocate to their preferred locations,” Choudhury says. “Workers could gain additional utility by relocating to a cheaper location, moving closer to family, or mitigating frictions around immigration or dual careers.”
He notes as well the potential advantages for companies that allow workers to be located anywhere across the globe. “In addition to benefits to workers and organizations, WFA might also help reverse talent flows from smaller towns to larger cities and from emerging markets,” he says. “This might lead to a more equitable distribution of talent across geographies.”
It is still early to draw strong conclusions about the impact of remote work on productivity. People who were sent home to work because of the COVID-19 pandemic may have been more motivated than before to prove they were essential, says Booth’s Ayelet Fishbach, a social psychologist. Additionally, there were fewer distractions from the outside because of the broad shutdowns. “The world helped them stay motivated,” she says, adding that looking at such an atypical year may not tell us as much about the future as performing the same experiment in a typical year would.
Before the pandemic, workers who already knew they performed better in a remote-working lifestyle self-selected into it, if allowed. During the pandemic, shutdowns forced remote work on millions. An experiment that allowed for random selection would likely be more telling. “The work-from-home experience seems to be more positive than what people believed, but we still don’t have great data,” Fishbach says.
Adding to the less optimistic view of a work-from-home future, Booth’s Austan D. Goolsbee says that some long-term trends may challenge remote work. Since the 1980s, as the largest companies have gained market power, corporate profits have risen dramatically while the share of profits going to workers has dropped to record lows. “This divergence between productivity and pay may very well come to pass regarding time,” he told graduating Booth students at their convocation ceremony. Companies may try to claw back time from those who are remote, he says, by expecting employees to work for longer hours or during their off hours.
And author and behavioral scientist Jon Levy argues in the Boston Globe that having some people in the office and others at home runs counter to smooth organizational processes. To this, Bloom offers a potential solution: instead of letting employees pick their own remote workdays, employers should ensure all workers take remote days together and come into the office on the same days. This, he says, could help alleviate the challenges of managing a hybrid team and level the playing field, whereas a looser model could potentially hurt employees who might be more likely to choose working from home (such as mothers with young children) while elevating those who might find it easier to come into the office every day (such as single men).
Gibbs concurs, noting that companies using a hybrid model will have to find ways to make sure employees who should interact will be on campus simultaneously. “Managers may specify that the entire team meets in person every Monday morning, for example,” he says. “R&D groups may need to make sure that researchers are on campus at the same time, to spur unplanned interactions that sometimes lead to new ideas and innovations.”
Sentiments vary by location, industry, and culture. Japanese workers are reportedly still mostly opting to go to the office, even as the government promotes remote work. Among European executives, a whopping 88 percent reportedly disagree with the idea that remote work is as or more productive than working at the office.
Regardless of what research establishes in the long run about productivity, many workers are already demanding flexibility in their schedules. While only about 28 percent of US office workers were back onsite by June 2021, employees who had become used to more flexibility were demanding it remain. A May survey of 1,000 workers by Morning Consult on behalf of Bloomberg News finds that about half of millennial and Gen Z workers, and two-fifths of all workers, would consider quitting if their employers weren’t flexible about work-from-home policies. And additional research from Barrero, Bloom, and Davis finds that four in 10 Americans who currently work from home at least one day a week would look for another job if their employers told them to come back to the office full time. Additionally, most employees would look favorably upon a new job that offered the same pay as their current job along with the option to work from home two to three days a week.
The shift to remote work affects a significant slice of the US workforce. A study by Chicago Booth’s Jonathan Dingel and Brent Neiman finds that while the majority of all jobs in the US require appearing in person, more than a third can potentially be performed entirely remotely. Of these jobs, the majority—including many in engineering, computing, law, and finance—pay more than those that cannot be done at home, such as food service, construction, and building-maintenance jobs.
Barrero, Bloom, and Davis project that, postpandemic, Americans overall will work approximately 20 percent of full workdays from home, four times the pre-pandemic level. This would make remote work less an aberration than a new norm. As the pandemic has demonstrated, many workers can be both productive and get dinner started between meetings.
Works Cited
Capitalisn’t: ralph nader’s capitalism.
Ralph Nader joins the podcast to discuss ethically profitable business, the political disillusionment of the public, and the state of capitalism today.
Economists consider how the technology will affect job prospects, higher education, and inequality.
Booth’s Raghuram G. Rajan and Martin Wolf of the Financial Times discuss the pressures faced by democratic systems.
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By: amanda young.
Work From Home Case Study: 50% of the US workforce is employed with a job that is compatible with at least partial telework.
Fortune 1000 companies around the globe are entirely reinventing their workspace around the fact that employees are already working remotely. studies have shown that these employees are not at their desk 50-60% of the time..
Moving a company to work completely remote is financially and mentally unburdening. Here are the pros and cons of ditching an HQ:
Automattic .
At Automattic employees get to pick their place of work. In fact, the company is spread out across 70 countries. To give employees a chance to meet in person, Automattic holds an event for a whole week for employees to meet up. This meeting lets employees meet in their teams to brainstorm and bond. Automattic provides employees parental leave, career coaching, an open vacation policy, paid-for home office setup, wellness opportunities, and other perks.
GitLab hires employees all over the world rather than hire employees to work all from one location.
For the past 10 years, Clevertech has been allowing employees to work from anywhere in the world. Clevertech works to make their employees feel like they have a purpose while also encouraging employees to meet one unifying goal. Clevertech believes in flexible work spaces; flexible work time; not judging employees on how long it takes to do something, but rather the actual results; and building a strong international community.
43% of remote workers feel that it is important to work for a company where all employees are remote
38% of remote workers saw lack of commute as a top benefit, with that time instead spent with family (43%), working (35%), resting (36%), and exercising (34%)
86% of respondents believe remote work is the future
52% of remote workers believed they have increased their productivity and 48% believe that they have increased efficiency.
Chris has led brand campaigns across creative and technical landscapes for British Telecommunications & Toni & Guy.
He’s helped build creative agencies from the ground up with to his universal design acumen and ability to manage creative talent!
At J. Arthur & Co, he is a key pillar to our team due to his innate ability to connect brand vision with user interface/experience concepts, finished with stellar execution.
When things need to happen behind the scenes — He’s our guy.
Having started his career in finance, Tom has been working in Ecom going on 5 years now.
Although he changed industries, he really values his time in finance picking up a lot of valuable and transferable skills.
Tom’s passion is the customers and the relationships he’s built with them over the years.
He’s been extremely effective for us in balancing many tasks, strategic planning, logistics management and always coming up with ways to thrill customers.
Having studied Music Production & Music Business at Point Blank Music School in London, when he’s not working hard, Tom runs a small record label with a group friends.
“Be it expediting orders, overseeing our ambassadors program, or assisting with marketing needs, I’m a jack of all trades (master of none).
My ethos has always been to keep things fun & light hearted, but professional at the heart of it.
You’ll even sometimes catch me in the gym…
Shoot for the moon. Even if you miss, you’ll land among the stars.
What’s up guys, I’m Jeff and I started this shop in 2014 out of my bedroom.
I had moved into an apt with a buddy, lived on $200/mo rent and got going.
You had to walk through my room to get to the kitchen and that room became sort of a hybrid br/office.
It took me a couple failed ideas before gaining traction with J. Arthur and for a period of almost two years I slept on a couch to get the company off the ground.
First in that room and then the back of our first (real) office. Both times a couch.
I love delivering results for clients, working with our team here and growing this co (obviously), which now has a humble but global base of both team and customers.
We have just barely started and I know the sky is the limit.
Admittedly I don’t have that many hobbies, But I enjoy all types of physical training and you can usually catch me doing things like: expounding on the pitfalls of fractional reserve banking, discussing the standards of American liberty, or eating unreasonable quantities of food.
I also like to read.
Love spending time with family.
Thanks to Lensa for tightening up my hairline in exchange for my facial dna in some Orwellian database 🙂
Jo has worked in the advertising and design industry since 2015 and has over 8 years of experience with visual communication and design.
Product is her passion with a deep focus in sportswear design and creative direction.
Her key expertise combines many years in both retail and manufacturing with a proactive vision of creating new products and driving them successfully to market.
“I believe in keeping things simple, having honest intentions, and making things fun. Working in an ego-less manner, I bring my whole self to every project, always aiming to exceed expectations and create work that is well thought through and commercially compelling.”
And exceeding expectations she does. We’re very lucky to have Jo’s rare combination of marketing creative, outstanding product design, ambitious strategy and true dedication to her craft.
In Joanna’s free time her hobbies include yoga & aerial fitness, functional training at the gym and occasionally snowboarding.
You can catch much more of her branding magic at @physiqapparel 💪
Aish graduated with a bachelor of engineering in computer science, freelancing for several years before joining J. Arthur as a Junior Web Developer. She’s now been with the company for 3 years.
Aish has the intangible qualities that make a fantastic developer: the desire for continual learning, a “whatever it takes” mentality, and an intense focus on the (ever-changing) task at hand.
She meets every obstacle with optimism and has grown to become a core member of our team who we’re all grateful to work alongside everyday.
In her off time she likes to get outside and go for a much needed walk. She also loves reading books + daily news to learn something new every day. And of course, watching movies 🍿
Shortly after getting a marketing degree from Clemson University, Denton amassed a large following on Twitter after creating several viral, funny tweets that touched on everything from pop culture to music and sports 📲
Realizing he had a knack for creative writing and social media, he decided to continue developing his talents even further.
As a content manager at J. Arthur, he’s has been able to show off his creativity and bring unique ideas to the table.
He’s currently based in Raleigh, NC with his fiancé and their two cats (Nova & Bean).
In his free time you’ll find him playing tennis, listening to music, or knee deep in a good book.
We appreciate his creative adaptability, consistency & steadfast commitment to deliver success on every account.
Dhan is a multidisciplinary solution architect who helps people translate ideas from words and visuals into prototypes and applications, using code that helps organizations address business challenges.
He motivates people to think positively through the power of technology by helping solve a large number of critical situations quickly.
Having been involved in both collaborative and independently-driven roles, he is a forward-thinking leader with refined analytical and critical thinking skills, with deep experience in translating business priorities to IT roadmaps and fine-tuned IT Operating models.
In his spare time, he enjoys traveling playing (and building) video games, watching movies and listening to music.
Dhan is responsible for making our critical IT and technology decisions and has been with J. Arthur for 5 years and we greatly value his leadership.
He’s a grandmaster in complex problem solving, rapid analysis and delivery, high level infrastructure planning, and full stack engineering.
His character is proven time and again by always working in our clients best interests and never failing to deliver a solution to even the most brain busting and urgent issues, with a coolness and poise to be admired 🙌
He studied Computer Science in Brazil before coming to the States four years ago and now works out of our Newport office.
If you’re a J. Arthur client you’ve probably been in contact before, as he works directly with the team and clients to bring projects to completion.
But if you’re within his close friends, you probably know him for playing (very loud) guitar!
Paulo is responsible for tracking an often high paced workflow between project management, design, development and vendors to ensure successful delivery to customers.
We admire his patience, agile ability to learn new skills, and laser focused commitment to problem solving 👏
Based in Chicago, she loves work from home days alongside her furry co-workers. Ralphie likes his personal space, but Murray prefers to sit on mom’s keyboard to help with important emails – and he never misses a team meeting.
What keeps her motivated throughout the day? A combination of matcha lattes, espresso, and Liquid IV (often consuming all of them at the same time).
Outside of work, Hannah likes to unwind with yoga, check out local coffee shops, and spend time outside in the sunshine.
We value her outstanding communication, marketing savvy, ability to bring positivity to every situation and too many other traits to list 🙌
In reality, the work-from-home life isn't as dreamy as it looks. here's why..
Updated July 22, 2024 | Reviewed by Davia Sills
Imagine a life where you reclaim your time, working hard yet stress -free in your own space. At home, you can meditate or exercise without the hassle of commuting, enjoy great coffee whenever you like, and have healthy lunches and snacks at your fingertips. No more dealing with uncomfortable office temperatures or poor lighting.
The stress of a corporate open office setup fades away, and you no longer wake up before dawn to sit in traffic for hours, nor do you spend your evenings stuck in the same gridlock.
Expensive, unsatisfying lunches and fake office niceties have become things of the past. Instead, you find yourself healthier and happier, with more time to spend with your spouse and children. While this scenario sounds quite appealing to some, others living the same reality may disagree.
The shift to remote work, initially welcomed with enthusiasm during the pandemic, has significantly transformed the way people perceive work. While remote work offers numerous benefits, it also conceals drawbacks that can affect people’s well-being and productivity .
Working from home offers incredible flexibility, allowing individuals to set their schedules and work from any environment. This flexibility is particularly beneficial for parents, enabling them to structure their work around family needs. However, this same flexibility can blur work-life boundaries , creating challenges in maintaining a clear separation between professional and personal life.
For instance, without defined work hours, employees may find themselves working longer than intended. Distractions at home can interrupt work, stretching a 6-hour task into a 12-hour ordeal. Over time, this lack of clear boundaries can lead to decreased productivity and burnout .
A 2022 study investigated the long-term effects of working from home during various phases of the pandemic and identified three primary challenges people faced in maintaining boundaries within their homes:
Women, in particular, reported higher levels of integration between professional work and domestic responsibilities, such as caregiving and housework.
One mother said, “I work on my laptop either on the couch or at the dining table…Our home office is used by my husband. When the kindergartens closed in the spring, and the children were at home, I worked in the sauna as it was the quietest place in the house.”
“Perhaps empathy diminishes a little when people don’t meet and are just distant faces on the screen. You can’t see the reactions of others and have become more ‘business-oriented,’” said another participant.
Remote work can be a lonely experience, lacking social interactions inherent in an office environment. Office settings offer opportunities for casual conversations, team-building activities, and after-work socializing, which are essential for building a sense of community and belonging. For individuals living alone or those who are introverted, the isolation of remote work can be particularly challenging over a long time.
“The cheering up of coworkers has diminished as I find myself working a lot in my bubble. In the office, I circulated to say hi and got people smiling. I also spontaneously praised others. In telework, spontaneous expression of emotions is clearly more difficult, but not completely forgotten,” said one participant.
A 2023 survey conducted by Buffer asked participants about their experiences of remote work. While over 90 percent of respondents expressed a positive attitude towards remote work in terms of flexibility and autonomy, 23 percent indicated that it is a lonely experience. A February 2023 study published in Personality and Individual Differences and other research also highlights the absence of a social environment and the feeling of loneliness experienced by remote workers.
Another study suggested that employees who experienced high levels of loneliness related to their work reported higher levels of emotional exhaustion, poorer work-life balance, increased minor counterproductive work behaviors, depression , and insomnia . Loneliness can exacerbate feelings of isolation and stress, leading to adverse outcomes.
The flexibility of remote work can disrupt sleep patterns. Employees may work late into the night to meet deadlines or handle unexpected tasks, leading to irregular sleep schedules. Poor sleep, as we now know quite well, can have severe consequences on physical and mental health—impaired cognitive function, weakened immune system, and increased risk of chronic conditions such as diabetes and hypertension.
In one study , researchers were surprised to find that remote health workers were more likely to develop insomnia than those providing in-person care during the pandemic, with women and older workers being at higher risk.
This was likely due to the added pressures of childcare and overseeing online education while working from home, which contributed to worse sleep for health workers with children. Additionally, changes in work schedules, reduced exposure to sunlight, and prolonged psychological stress were identified as potential factors disrupting sleep.
“It’s the reason why everyone is walking around in a fatigued state. Our circadian system is dysregulated, we’re not getting enough light during the day, and then add in all the psychological stressors,” explained the researchers.
While the allure of remote work lies in its promise of flexibility and autonomy, it’s essential to acknowledge and address the hidden challenges that can undermine these benefits. Diving into a remote working arrangement without mentally and logistically preparing yourself can have a direct impact on your physical and emotional well-being.
A version of this post also appears on Forbes.com.
Mark Travers, Ph.D., is an American psychologist with degrees from Cornell University and the University of Colorado Boulder.
Sticking up for yourself is no easy task. But there are concrete skills you can use to hone your assertiveness and advocate for yourself.
6 work from home office essentials you need in 2024.
Remote work is more than just a laptop and a seat; you need to create a welcoming space in which you ... [+] feel most energized and productive while at home
There's a science to working from home.
There's more to remote work than your company-provided laptop, work phone, and a sofa or dining chair.
To work effectively and perform your best in your remote job, you need to surround yourself with the right environment.
The good news is that you don't even need a massive room to have the perfect home office space. You can implement some of the below ideas with a small space. And the items don't need to cost you a fortune either, but they will significantly help you stay focused and productive while maintaining your health and wellbeing.
In an interview, several experts shared their top tips for how to design your work-from-home office space and what factors you should bear in mind when working remotely:
Mark Mcshane, founder of Cupid PR has extensive experience in running large enterprises and start-ups, and is currently leading a fully remote team, which has given him insights into creating effective work-from-home office spaces. His advice on features, color schemes, essential items, and considerations for the home office?
"In designing a work-from-home office, the criterion should be such that it is functional and inspiring. I would begin with a basic color scheme situated around soft grays, whites, and beiges to help bring about a calm and professional environment," he says. "Enunciate this neutrality with pops of color in deep blues or greens for the commanding effect, which puts energy and interest into a room without being too much to distract."
Mcshane also recommends adding decorative features that allow for personal touches, making the space. "These may include fine art prints, plants, and stylish storage. Lighting is equally important: check that you are getting sufficient natural light and supplement it with adjustable desk lamps fitted with LED bulbs, which help guard against straining your eyes," he advises.
Best 5% interest savings accounts of 2024, low-cost office essentials for your remote job.
On a shoestring budget? These must-have items have you covered:
"Comfort is everything, as an ergonomic chair will help in supporting your posture and gives you lesser instances of back pain," recommends Mcshane. His personal favorite is the Hbada Office Task Desk Chair, which is a budget-friendly option currently available on Amazon for $99.
"You will want your desk to be sturdy. You might want to check the SHW Home Office 48-Inch Computer Desk on Amazon; it provides ample space without breaking the bank," Mcshane says.
"Invest in quality lighting, such as LED task lights and overhead fixtures," recommends Ryan Norman, founder of Norman Builders , a home remodeling company in New Hampshire. "Proper lighting reduces eye strain and improves focus. For those on a budget, natural light is free—place your desk near a window."
"For keeping your screen at eye-level, preventing strained necks, a laptop stand is quite a worthy investment," Mcshane says, "like the Amazon Basics Ventilated Adjustable Laptop Stand." Laptop stands can also help prevent overheating of your laptop, which can result in malfunctions.
Keyboard and mouse combos can help with your typing comfort and efficiency, such as Mcshane's recommended Logitech combo.
Incorporate calming color schemes with pops of color for a bolder, sophisticated, or artsy look
Last but not least, storage is important to declutter and help you stay focused. One easy and inexpensive storage option that Mcshane recommends is the Keter Modular Drawer System. In addition to Amazon, storage solutions, as well as a chair and desk can often be found at retailers such as Staples, IKEA, Target, Office Depot, and Walmart, in options that fit most budgets and are generally good quality.
And if you have some money to spare, you can add to these essentials with inexpensive (or expensive if you prefer) touches to add character to your space. Like Maria Szandrach, CEO of Mentalyc , says, "Prioritize essentials first and gradually add more items as your budget allows."
Kristin Kintlian, co-owner of Bonsai Builders , a luxury home construction company in Massachusetts, recommends: "Add personal touches to make the space your own. Artwork, photos, or live plants can boost creativity and motivation."
Szandrach shares that she even has a few succulents and a snake plant in her work from home office.
What are some things you should consider before purchasing items for your work from home space?
"Consider how you’ll use the space and set it up for your needs," Kintlian continues. "Measure the area, create a floor plan, and think about your daily routine. The right office configuration will make working from home seamless."
In Kintlian's home office, she has a desk facing away from the window to avoid glare on her monitor, a bookcase for reference materials, and cabinets to keep everything organized.
Ergonomics should be your number one consideration when choosing essentials for your work from home ... [+] office space
Ashley Southworth is a founder and creative director at Southworth Interior Design located in Bakersfield, California, and she has been working remotely since July 2023. She recommends her clients to choose a color scheme that they naturally gravitate towards. "Considering the psychology of color is also a beneficial approach as studies have shown that colors such as blue, yellow, or green can boost efficiency and creativity while red and orange can promote higher activity levels," Southworth says.
"When it comes to design, I personally love a dark and moody room but I would try to steer a client away from using this approach in a home office as it may prevent productivity and instead encourage a few too many siestas."
Naptime or mid-afternoon slumps anyone?
According to Southworth, World Market carries a wide variety of comfortable and stylish desk chairs at excellent prices if you're looking to go more up-market. "The Paige Charcoal Gray Linen Square Back Office Chair is a great classic option while the Rifle Paper Co. x Cloth & Company Oxford Office Chair comes in a variety of colors with whimsical designs."
"Target consistently carries stylish desk accessories that don't break the bank," she says. But for art, her go-to is digital art downloads on Etsy. "There are literally thousands of printable art options with many being under $10. I purchased this Vintage Southwestern Gallery Wall Set by Arte Serene Co. for my personal home office and I am obsessed! For a more high end look I recommend having your digital art printed on giclee; however, I doubt anyone will notice if you print yours from your local neighborhood 1 hour printing service."
"Choose a quiet area, if possible, or soundproof, if necessary," advises Alina Samchenko, COO of tech start-up HireDevelopersBiz.
Reiterating what Mcshane and Norman mentioned earlier, Pam Hutter , a California-based architect, says, "Focus on natural light by placing your desk near a window. Add task lighting, ambient lighting and overhead lighting for different needs."
Hutter also suggests that you should plan your office with purpose and efficiency in mind. "The right setup and gear make working from home both productive and enjoyable. Invest in the essentials, then add personal touches to inspire you. Your home office should motivate you to start and end each workday," she says.
Last but not least, Norman adds, "If possible, separate your office from living spaces with a room divider or partition. The physical barrier helps establish work-life boundaries."
Samchenko reminds professionals:
Plants and artwork add personality to your office, enabling you to focus and enjoy your remote job
"Remember, the trick to a working home office is finding or creating a space in which you can be both comfortable and productive. In other words, it pays to take some planning time and make an investment in your setup—it could make half the difference between your productivity and well-being."
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A manager must decide whether an experimental program is growing too fast.
Amrita Trivedi couldn’t help overhearing the heated argument outside her office door. As general manager of the Noida, India, office of KGDV, a global knowledge process outsourcing (KPO) company, she had always encouraged healthy debate on her team, but she was surprised that her head of human resources, Vijay Nayak, and her top project manager, Matt Parker, were going at it in the hallway.
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The following information addresses common questions by individuals in H-1B nonimmigrant status, particularly related to applying for lawful permanent resident (LPR) status, job changes or terminations, international travel, and dependent family members.
For example, did you know:
The chart below summarizes some common scenarios for H-1B workers. The information in this chart is general and does not capture all relevant details or considerations. Please review the FAQs further below and accompanying links for more specific information.
H-1B status valid up to 3 years and extendable up to another 3 years, for total period of admission of 6 years | Tied to Form I-129 petitioner, but transferrable to new petitioner with a new nonfrivolous petition filing | Not authorized to work as an H-4 dependent | Travel and return using H-1B documents | May request to change to another nonimmigrant status while within the United States | |
H-1B status renewable beyond end of 6-year general period of admission limitation, in 1-year increments | Tied to Form I-129 petitioner, but transferrable to new petitioner with a new nonfrivolous petition filing | Eligible for Employment Authorization Document (EAD), if the principal worker’s H-1B status has extended beyond 6 years, or if Form I-140 is approved | Travel and return using H-1B documents using Advance Parole if Form I-485 is pending and associated Form I-131 has been approved and remains valid | May request to change to another nonimmigrant status while within the United States | |
Status renewable beyond end of 6-year general period of admission limitation, in 3-year increments | Tied to Form I-129 petitioner, but transferrable to new petitioner with a new petition filing | Eligible for EAD | Travel and return using H-1B documents using Advance Parole if Form I-485 is pending and associated Form I-131 has been approved and remains valid | May request to change to another nonimmigrant status while within the United States | |
Not a basis to renew H-1B beyond 6 years in 3-year increments, but may be eligible for extensions in 1-year increments if at least 365 days have passed since filing of Form I-140 or labor certification application | Tied to Form I-129 petitioner, but transferrable to new petitioner with a new petition filing | Eligible for EAD | Travel and return using H-1B documents using Advance Parole if Form I-485 is pending and associated Form I-131 has been approved and remains valid | May request to change to another nonimmigrant status while within the United States | |
Generally provides a period of authorized stay while pending, even after expiration of H-1B status | Not authorized to work beyond H-1B status end-date, until the change of status is approved | If an EAD holder based on being an H-4 spouse, not authorized to work beyond H-4 status end-date | Not a basis for admission to the United States. Departure while a change of status request is pending leads to denial of change of status | Must have change of status petition or application approved before change of status takes effect | |
Generally provides a period of authorized stay while pending, even after expiration of H-1B status | Not authorized to work beyond H-1B status end-date until the CCEAD is approved | If an EAD holder based on being an H-4 spouse, not authorized to work beyond H-1B status end-date unless H-4 obtains their own CCEAD | Not a basis for admission to the United States. Must have another basis for admission | Must consular process abroad to obtain a new nonimmigrant status | |
Period of authorized stay, renewable in 1-year increments | Authorized to work for any employer | May request CCEAD as a derivative of principal CCEAD applicant | Not a basis for admission to the United States. Must have another basis for admission | Must consular process abroad to obtain a new nonimmigrant status | |
Period of authorized stay until Form I-485 adjudicated, even after H-1B status expires | Authorized to work for any employer, based on approved and unexpired EAD | Eligible for EAD if also filed a Form I-485 that remains pending | May use valid H-1B visa or valid Advance Parole Document associated with the pending Form I-485 to enter the U.S. | May request to change status within the United States if maintaining underlying nonimmigrant status | |
Permanent status | Authorized to work for any employer | Authorized to work for any employer if the spouse of the principal applicant has also obtained LPR status | Unrestricted travel, but prolonged time outside of the United States, depending on the length and circumstances of the trip, may result in a determination that LPR status has been abandoned | N/A |
Q. I am currently in the United States in another nonimmigrant status. Do I have to depart the United States to obtain H-1B nonimmigrant status?
A. Nonimmigrants in the United States who wish to obtain a different nonimmigrant status generally either apply for a change of status with USCIS or, after USCIS approves their benefit request, consular process by applying for a visa in the new classification at a U.S. Embassy or Consulate abroad and then requesting admission to the United States in the new classification.
In general, you may change to H-1B nonimmigrant status without departing the United States. An employer who files an H-1B petition on your behalf can request a change of status on the Form I-129, Petition for a Nonimmigrant Worker . To be eligible to change your status, you must have been lawfully admitted to the United States as a nonimmigrant, your nonimmigrant status must remain valid, you must not have violated the conditions of your status, and you must not have committed any act that would make you ineligible to receive a nonimmigrant benefit. Also, certain nonimmigrant categories are ineligible for a change of status (see Change My Nonimmigrant Status for a list).
If you need to depart the United States – for example, if your current nonimmigrant status expires before your employer is able to file Form I-129 requesting a change of status to H-1B classification – you would generally need to apply for and obtain an H-1B visa stamp from a U.S. Embassy or Consulate abroad and present yourself at a port of entry for admission in H-1B status with U.S. Customs and Border Protection (CBP) after the approval of the H-1B petition filed on your behalf. See Requirements to Timely File a Request to Extend Stay or Change Status in the USCIS Policy Manual .
Q. How long may I remain in the United States in H-1B status?
A. The maximum period of admission for H-1B workers is generally 6 years. However, as detailed below, there are some common exceptions to this limit.
Q. When and how long can I extend my H-1B status beyond 6 years?
A. Your employer may submit Form I-129, Petition for a Nonimmigrant Worker , on your behalf, requesting an H-1B extension beyond 6 years in certain scenarios. For example, your employer may request to extend your H-1B status beyond 6 years if at least 365 days have passed since a permanent labor certification was filed on your behalf with the U.S. Department of Labor (DOL) or since an immigrant visa petition (typically Form I-140), enabling you to apply for lawful permanent residence once a visa is available, was filed on your behalf with USCIS under one of the employment-based immigrant visa categories . We may grant extensions on this basis in up to 1-year increments.
More commonly, your employer may also request to extend H-1B status beyond 6 years if you are the beneficiary of an approved Form I-140, Immigrant Petition for Alien Workers , in the first, second, or third preference category and are eligible to be granted lawful permanent resident status, except for the fact that an immigrant visa is not available, as reflected in the U.S. Department of State Visa Bulletin . Your petitioning employer must demonstrate that the visa is not available as of the date the H-1B extension petition is filed with USCIS, a s determined by your Form I-140 priority date and the relevant visa bulletin chart from the time of filing the H-1B extension request. See the USCIS Policy Manual for additional information on visa availability. We may grant extensions on this basis in up to 3-year increments.
Additional information about extending H-1B status beyond 6 years, including specific requirements and points at which you are no longer eligible for such extensions, is available on our H-1B Specialty Occupations page under “Period of Stay.”
Q. Must I presently hold H-1B status to request H-1B status beyond 6 years?
A. You do not have to hold H-1B status at the time you request H-1B status beyond the sixth year. Regulations authorizing H-1B status beyond 6 years apply to individuals who are currently in or previously held H-1B status.
For example, imagine you previously held H-1B status for 6 years but had no basis to timely extend beyond 6 years before your 6 years in H-1B status were reached. You then changed to O-1 status. While in O-1 status, a Form I-140 petition in the first, second, or third preference category was approved on your behalf, but an immigrant visa is not available in the category under which you are adjusting status based on your priority date. Your employer may then file a petition requesting a 3-year period of H-1B status on your behalf. This petition could either request a change of status to H-1B while still in the United States, assuming you are otherwise eligible for a change of status, or consular notification. H-1B petitions approved by USCIS for consular processing are forwarded to the Department of State for review. After review, a U.S. Consulate or Embassy may issue a visa for travel to a United States’ port of entry.
Q. Does my time outside of the United States count towards my 6-year maximum in H-1B status?
A. Only time spent in the United States as an H-1B beneficiary counts towards the 6-year maximum. Time spent outside the United States exceeding 24 hours, commonly referred to as “recapture time” or “remainder time,” does not count towards your 6-year limit, and you are eligible to recapture those periods of time. The burden is on your petitioning employer to request and establish eligibility for recapture time. Documentation of time outside of the United States may include passport stamps, Form I-94 Arrival/Departure Records and travel history from U.S. Customs and Border Protection, airline tickets, and boarding passes, along with an accompanying chart indicating dates outside of the United States. Your petitioning employer may include such documentation to establish your eligibility for recapturing time when they submit an H-1B petition on your behalf.
Q. I only work in H-1B status for short periods of time throughout the year. Does the 6-year maximum duration still apply to me?
There is not a limitation of stay if your employment in the United States is seasonal or intermittent or for a total of 6 months or less per year, or if you do not reside continually in the United States. Your petitioning employer must provide clear and convincing proof that you qualify for such an exception of the 6-year maximum duration. This proof must consist of evidence such as arrival and departure records, copies of tax returns, and records of employment abroad.
Q. When can I begin a new 6-year period of H-1B status?
A. You may be eligible to begin a new period of 6 years in H-1B status if you have been outside of the United States for 1 continuous year, with the exception of brief trips to the United States for business or pleasure. If you start a new 6-year period of H-1B status you are subject to H-1B cap limitations if your employment is cap-subject.
Q. My H-1B status is about to expire. Do I have to leave the United States to extend my H-1B status?
A. In general, you do not have to leave the United States to extend your H-1B status. Your employer can submit an H-1B petition with a request to extend your H-1B status. To be eligible to extend your status, you must have been lawfully admitted to the United States as a nonimmigrant, your nonimmigrant status must remain valid, you must not have violated the conditions of your status, and you must not have committed any act that would make you ineligible to receive a nonimmigrant benefit. See How Do I Extend My Nonimmigrant Stay in the United States (PDF, 121.18 KB) ?
If the H-1B petition requesting an extension of status on your behalf is filed after the end of your H-1B status period – in other words, if it was not “timely filed” -- then we, in our discretion and under certain conditions, may excuse the failure to timely file if the delay was due to extraordinary circumstances beyond your control. If we approve the late-filed petition to extend status, the approval is effective as of the date of the expiration of your prior H-1B admission period. See the USCIS Policy Manual .
If we deny the extension of status request, whether it was filed on time or not, you will be considered to have been out of valid status as of the expiration date of your H-1B status that you sought to extend (in other words, your I-94 expiration date). Please see the USCIS Policy Manual for more information.
Q. My H-1B status is about to expire but a petition requesting an H-1B extension on my behalf is pending at USCIS. What is my status once my H-1B expires? May I continue to work while the extension request is pending?
If your H-1B expires and a timely-filed non-frivolous H-1B extension request is pending on your behalf, you are in a period of authorized stay – even after your H-1B status expires. Note, however, that an authorized period of stay is not the same as a status. If the petition is seeking extension of the same employment for the same employer, you are authorized to continue employment for a period not to exceed 240 days from the date your H-1B status expired. If we deny the extension request before the 240-day period expires, your employment authorization will automatically terminate when USCIS notifies your petitioning employer of the denial. If the petition is requesting a change in employment or change in employer under H-1B portability, you are authorized to work in the new employment for the entire time the petition is pending at USCIS. If we deny the request, your employment authorization based on portability will automatically terminate when USCIS notifies your petitioning employer of the denial. See “Changing Employers or Employment Terms with the Same Employer (Portability)” in our H-1B Specialty Occupation webpage.
Q. What happens if my H-1B status expires while I have a pending application to change to another nonimmigrant status?
A. A pending application to change status ( Form I-129, Petition for a Nonimmigrant Worker , or Form I-539, Application to Extend/Change Nonimmigrant Status ) does not provide lawful immigration status. However, you may be in an authorized period of stay during the period when a timely filed nonfrivolous application to change status is pending with USCIS. If we approve your timely-filed application to change status, the start date for your new nonimmigrant status is effective on the date of approval. If there is a gap of time between the expiration date of your H-1B status and the start date of your new status, we consider you to have continued to maintain a lawful status as long as you timely filed the change of status (COS) application, we granted the request to change status, and you did not violate any terms and conditions of your H-1B status.
If your request to change status was not filed on time – in other words, if it was not filed before the end of your H-1B status -- then we, in our discretion and under certain conditions, may excuse the failure to timely file if the delay was due to extraordinary circumstances beyond your control. If we approve the late filed change of status application, the change of status takes effect on the approval date. In this scenario, we will consider you to have maintained lawful status during the excused period. See the USCIS Policy Manual .
If we deny the application to change status, whether it was filed on time or not, you will be considered to have been out of valid status as of the expiration date of your H-1B status (your I-94 expiration date).
Q. What happens if my H-1B status expires and I have an approved compelling circumstances Employment Authorization Document (EAD)?
A. If your H-1B status expires and you have a compelling circumstances EAD, you will be in a period of authorized stay, but you will no longer be maintaining a nonimmigrant status. You generally will not accrue unlawful presence in the United States while the EAD is valid or, if you filed a non-frivolous application for the EAD before the expiration of your H-1B status, while your application was pending.
If you are working in the United States under a compelling circumstances EAD and a nonimmigrant or immigrant petition is filed on your behalf, you would not be eligible to change status, extend status, or adjust status to lawful permanent resident from within the United States. After the petition is approved, you would need to apply for a visa and/or admission from outside the United States to begin working in accordance with that petition.
See additional information at Employment Authorization in Compelling Circumstances .
Q. I have a controlling interest in a company. Can this company qualify as my petitioning employer to sponsor my H-1B status?
A. A company in which you have a controlling interest – meaning, you own more than 50% or have majority rights – may qualify as your employer and may petition for H-1B status on your behalf. In this scenario you would be both an owner of the petitioning employer and a beneficiary of the petition (a “beneficiary owner”).
Previously, more restrictive requirements on employer-employee relationships between H-1B petitioners and beneficiaries may have resulted in H-1B beneficiary owners being ineligible. However, in 2020 we rescinded the 2010 policy memorandum, “Determining Employer-Employee Relationship for Adjudication of H-1B Petitions, Including Third-Party Site Placements,” which impacted such eligibility. See the USCIS Policy Memorandum (PDF, 379.71 KB) .
The Oct. 23, 2023, Notice of Proposed Rulemaking (NPRM), Modernizing H-1B Requirements, Providing Flexibility in the F-1 Program, and Program Improvements Affecting Other Nonimmigrant Workers, proposed to codify the ability of beneficiary owners to obtain H-1B status. We continue to consider comments in response to this NPRM. However, beneficiary owners may already be eligible for H-1B status under existing regulations and policies. You must still be coming temporarily to the United States to perform services in a specialty occupation. Additionally, Department of Labor requirements related to labor condition applications, including requirements concerning the appropriate prevailing wage and wage level, still apply.
The United States remains a destination for top talent around the world. Our ability to attract and retain entrepreneurs is essential for spurring innovation, job creation, and new industries and opportunities for all Americans. We encourage entrepreneurs to use the H-1B program, or other appropriate pathways, to live and work in the United States. See Options for Noncitizen Entrepreneurs to Work in the United States .
Q. I hold H-1B status and have a pending adjustment of status application. If my H-1B expires, will my adjustment of status application be denied?
A. A pending adjustment of status application does not provide lawful status or cure any violation of nonimmigrant visa status. If you file Form I-485 while you are in H-1B status, however, the expiration of that H-1B status while the Form I-485 is pending generally will not make you ineligible for adjustment of status, as long as you do not engage in unauthorized employment or otherwise become inadmissible. See the USCIS Policy Manual .
Q. I hold H-1B status and have a pending adjustment of status application. If my H-1B expires, may I continue to work and travel?
A. A pending Form I-485, Application to Register Permanent Residence or Adjust Status , does not automatically confer employment authorization and does not serve as a basis for readmission to the United States. However, you may submit applications for employment authorization and advance parole with your Form I-485. If you file Form I-765, Application for Employment Authorization , based on your pending Form I-485, and receive an Employment Authorization Document (EAD), you may use this EAD to work. EADs based on a pending adjustment of status application are unrestricted as to employment type and location. If you file Form I-131, Application for Travel Document , and receive an Advance Parole Document based on your pending Form I-485, you may present your valid Advance Parole Document at a port of entry for reentry to the United States.
The validity period for your EAD will generally be 5 years . If you file both Form I-131 and Form I-765 and USCIS approves both applications, we will generally issue one document which serves as both your EAD and Advance Parole Document (known as a combination card, or combo card). The combo card will be an EAD with the notation “SERVES AS I-512 ADVANCE PAROLE.” (See Information About Your Immigration Document .) If you do not file the Form I-131 and I-765 together, and/or if we cannot adjudicate both applications together, you will receive separate employment authorization and Advance Parole Documents. In this case, your EAD will indicate “NOT VALID FOR REENTRY TO U.S.” and your Advance Parole Document will be issued separately.
Q. I am an international student on an F-1 visa, currently in a period of optional practical training (OPT). Do I need to obtain H-1B status for my employer to file an immigrant petition on my behalf?
A. As an F-1 student on OPT, you do not have to obtain H-1B status before an immigrant petition is filed on your behalf. In general, nonimmigrants are admitted for a specific temporary period of time and, at the time of admission or extension of stay, must intend to depart the United States at the expiration of their authorized period of admission or extension of stay. See the USCIS Policy Manual . To be eligible for F-1 classification, a student must intend to depart the United States after their temporary period of stay and have a foreign residence they do not intend to abandon. However, as a student you may be the beneficiary of a pending or approved immigrant petition and still be able to demonstrate an intent to depart. See the USCIS Policy Manual .
Q. I have an approved immigrant petition and am waiting for a visa number to be available. Why is there such a long wait for a visa number to be available to me?
A. Availability of immigrant visas is subject to statutory limits, and demand for these visas is generally much higher than the limits can accommodate. Statutory constraints on immigrant visa numbers can only be changed by Congress. See Employment-Based Adjustment of Status FAQs for additional information.
Q. I have now become a lawful permanent resident. Do any employment restrictions apply to me? What guidance is available?
A. As a lawful permanent resident you are authorized to work for any employer. You may use your Permanent Resident Card (Green Card) for readmission to the United States after travel abroad, though if you are outside of the country for a long duration – generally 1 year or more – you may need to apply for a reentry permit. Note that, depending on the length and circumstances of the trip abroad, the trip may lead to a determination that you have abandoned your lawful permanent resident status. (See the USCIS Policy Manual ). Additional conditions and requirements apply to those granted conditional permanent resident status, usually granted to those who applied for lawful permanent residence based on marriage or investment. See After We Grant Your Green Card for more detailed information and resources.
Q. What is “porting”?
A. There are two kinds of job portability, or “porting,” available based on two different kinds of employer petitions:
H-1B petition portability : Eligible H-1B nonimmigrants may begin working for a new employer as soon as the employer properly files a new H-1B petition (Form I-129) requesting to amend or extend H-1B status with USCIS, without waiting for the petition to be approved. More information about H-1B portability can be found on our H-1B Specialty Occupations page.
Immigrant worker petition portability : A worker with an adjustment of status application (Form I-485) that has been pending for at least 180 days with an underlying valid immigrant visa petition (Form I-140) can transfer the underlying immigrant visa petition to a qualifying new offer of employment in the same or similar occupational classification with the same or a new employer. For example, if you move from a software developer position to an information systems manager position, this may be considered a same or similar occupation. More information about this kind of porting (sometimes known as “ INA 204(j) portability”) can be found in the USCIS Policy Manual .
If you seek to port to a new offer of employment under INA 204(j), you must submit Form I-485 Supplement J, Confirmation of Bona Fide Job Offer or Request for Job Portability Under INA Section 204(j) , to document your new job offer and transfer your Form I-140 to the new job offer.
If the Form I-140 is in an employment-based immigrant visa category which does not require a job offer – namely, individuals seeking a national interest waiver of the job offer requirement or individuals seeking classification as a person of extraordinary ability – you do not need to request job portability under INA 204(j).
Eligibility for immigrant visa classifications and specific requirements are described in the USCIS Policy Manual and in the Employment-Based Adjustment of Status FAQs .
Q. How do I leave my current employer to start working for a new employer while remaining in H-1B status?
A. Under H-1B portability provisions, you may begin working for a new employer as soon as they properly file a non-frivolous H-1B petition on your behalf, or as of the requested start date on the petition, whichever is later. You are not required to wait for the new employer’s H-1B petition to be approved before beginning to work for the new employer, assuming certain conditions are met. For more details about H-1B portability, see our H-1B Specialty Occupations page, under “Changing Employers or Employment Terms with the Same Employer (Portability).”
Q. What are my options if my H-1B employment is terminated?
A. When nonimmigrant workers are laid off, they may not be aware of their options and may, in some instances, wrongly assume that they have no option but to leave the country within 60 days.
If your employment is terminated, either voluntarily or involuntarily, you typically may take one of the following actions, if you are eligible, to remain in a period of authorized stay in the United States:
If one of these actions occurs within the up to 60-day grace period, your period of authorized stay in the United States can exceed 60 days, even if you lose your previous nonimmigrant status. If you take no action within the grace period, you and your dependents may then need to depart the United States within 60 days, or when your authorized validity period ends, whichever is shorter.
For more detailed information, see our page on Options for Nonimmigrant Workers Following Termination of Employment .
Q. My employer filed a Form I-140 immigrant worker petition on my behalf. What happens if I leave my job, or if my employer withdraws the Form I-140? Will I retain my priority date? Am I still eligible to adjust status?
A. First, let’s assume that your priority date is not yet current (meaning it is not earlier than the applicable cutoff date in the Visa Bulletin).
Starting from the moment that the Form I-140 filed on your behalf is approved:
Within 180 days of the Form I-140 approval, if your employer withdraws the I-140 petition approval that was filed on your behalf, USCIS is obligated to automatically revoke the I-140 approval. You would not lose your priority date , but you would need a new basis in order to extend your H-1B status beyond the general 6-year limitation and ultimately adjust status.
After the Form I-140 filed on your behalf has been approved for at least 180 days, however:
Next, let’s assume that your priority date becomes current, you have an approved I-140, and you properly file Form I-485 (the application to adjust status).
Finally, let’s consider one alternative scenario: More than 365 days have passed since the filing of a PERM labor certification application or a Form I-140 petition on your behalf:
Q. I have an approved Form I-140 but I know I will be waiting a long time for an immigrant visa to become available. Do I need to be the beneficiary of a valid, approved Form I-140 for the whole time I’m waiting?
A. You are not required to be the beneficiary of a valid, approved Form I-140 for the entire time you are waiting for an immigrant visa to become available. Generally, your first approved Form I-140 establishes your priority date. You do need a valid Form I-140 once an immigrant visa becomes available and you file your Form I-485, but it does not need to be the same I-140 that you used to establish your priority date.
In other words, an H-1B worker could establish their priority date with an approved I-140 from Employer A, then use H-1B petition portability to work for a number of other employers who do not file an I-140, and ultimately apply to adjust status based on a second approved I-140 from Employer Z (or use the approved I-140 from Employer A to “port” to a same or similar job offer from Employer Z, if eligible).
Please see the previous Q&A for more details about these scenarios.
Q. I believe my employer has retaliated against me. What protections are available to me?
A. You have a right to be protected from retaliation regardless of your immigration status. Immigration law may provide certain protections to you as an H-1B worker if you report suspected fraud or abuse. Normally, H‑1B workers are not eligible to extend or change their status if they have lost or failed to maintain their H-1B status. However, if they can demonstrate “extraordinary circumstances,” we may use our discretion to excuse this requirement on a case-by-case basis. We may consider a situation to be an instance of “extraordinary circumstances” if you:
For more details, see Combating Fraud and Abuse in the H-1B Visa Program .
For more general information on worker protections, visit Worker.gov .
For additional information about protection for noncitizen workers who are involved in labor agency investigations, see DHS Support of the Enforcement of Labor and Employment Laws .
Q. My employer filed an H-1B petition on my behalf, and it is pending at USCIS. If I travel internationally, will the H-1B petition be affected?
A. Only a beneficiary who is continuing to maintain nonimmigrant status may apply for a change of status. If you depart the United States while a petition requesting a change of status to H-1B is pending, we will consider the change of status request abandoned. If we approve the petition, the approval notice will be issued as a consular notification and will not confer H-1B status. In this scenario, you would generally need to apply for and obtain an H-1B visa stamp from a U.S. Embassy or Consulate abroad and present yourself for admission to U.S. Customs and Border Protection (CBP) to obtain H-1B status. See the U.S. Department of State website for information on the visa application process and the CBP website for information on travel to the United States.
You must be physically present in the United States at the time your employer files a petition requesting an extension of stay on your behalf. However, departure from the United States while an H-1B petition requesting an extension of stay is pending will generally not serve as a basis to deny the extension request. Your employer may request that USCIS send notification of the H-1B extension approval to the consular office abroad where you will apply for a visa.
Q. I am in the process of applying for lawful permanent resident status while holding H-1B status. Will international travel affect my adjustment of status application?
A. For most adjustment of status applicants, if you depart the United States with a pending Form I-485, Application to Register Permanent Residence or Adjust Status , without first obtaining an advance parole document, we will deny Form I-485 for abandonment. Exceptions to this rule exist for a narrow set of nonimmigrants, including those holding valid H-1B status. An individual in H-1B status who is not under exclusion, deportation, or removal proceedings may travel while Form I-485 is pending without first obtaining an advance parole document if:
Alternatively, an individual in H-1B status who has a pending Form I-485 and who has been granted an Advance Parole Document based on an approved Form I-131, Application for Travel Document may depart the United States without abandoning their Form I-485 application, so long as they depart and return during the advance parole document’s validity period.
Q. I filed Form I-131 requesting advance parole and Form I-765 requesting employment authorization with my Form I-485. If I leave the United States before the advance parole and employment authorization are issued, will the applications be denied?
A. Departure from the United States generally will not on its own serve as a basis of denial of Form I-765, Application for Employment Authorization . However, if you file Form I-131, Application for Travel Document , requesting an Advance Parole Document and depart the United States without already having an Advance Parole Document that is valid for the entire time you are outside the United States, we will consider your Form I-131 abandoned and will deny that application.
You may be eligible for expedited processing of your applications. We consider expedited processing of Form I-131 if you have a pressing or critical need to travel for an unexpected event, such as the need to obtain medical treatment in a limited time or the death or grave illness of a family member or close friend. Expedited processing of a travel document may also be warranted if you have a pressing or critical need to travel outside the United States for a planned event, such as a work or professional commitment, academic commitment, or personal commitment, but processing times prevent USCIS from issuing the travel document by the planned date of departure. When the need to expedite issuance of a travel document is related to a planned event, we consider whether you timely filed the Form I-131 or timely responded to a request for evidence. A desire to travel solely for vacation generally does not meet the definition of a pressing or critical need to travel. See additional information in the USCIS Policy Manual and our webpage on Expedite Requests .
Q. I have an Employment Authorization Document (EAD) based on compelling circumstances and am no longer maintaining H-1B status. Can I travel abroad?
A. An EAD based on compelling circumstances does not serve as a travel document or otherwise provide eligibility for readmission into the United States. However, having an EAD based on compelling circumstances does not prevent you from applying for a nonimmigrant or immigrant visa at a consular post abroad to return to the United States, assuming you are otherwise eligible.
We consider an applicant with a valid EAD based on compelling circumstances to be in a period of authorized stay. In addition, we consider the time during which the EAD application was pending to be a period of authorized stay. Therefore, you generally do not accrue unlawful presence during the validity period of the EAD or during the time that a timely filed non-frivolous application is pending. Departing the United States to apply for a nonimmigrant or immigrant visa at a consular post abroad while working using the compelling circumstances-based EAD will not trigger the unlawful presence grounds of inadmissibility, as long as you are not subject to those grounds of inadmissibility from other circumstances. See additional information at Employment Authorization in Compelling Circumstances .
Q. Can my H-4 dependent family members work?
A. H-4 dependents are not automatically employment authorized on the basis of their nonimmigrant status. Only H-4 dependents who affirmatively apply for and receive employment authorization from USCIS are authorized to work, and only certain H-4s are eligible for employment authorization. H-4 spouses may file Form I-765, Application for Employment Authorization , if the H-1B worker is the beneficiary of an approved Form I-140, Immigrant Petition for Alien Workers , or has been granted H-1B status beyond 6 years based on 365 days having passed since a labor certification was filed with the Department of Labor or an immigrant visa petition was filed with USCIS on the H-1B worker’s behalf. See Employment Authorization for Certain H-4 Dependent Spouses .
Q. Are my H-4 dependent family members also subject to the 6-year maximum period of stay?
A. Dependent family members’ time in H-4 status is generally limited to the duration of the H-1B worker’s status. If an individual obtains H-1B extensions beyond 6 years, then their H-4 dependent family members are also eligible for extension of H-4 status for that same duration. Time spent in H-4 status does not count towards the 6-year maximum for H-1B status, so an individual who has spent 6 years in H-4 status my still obtain their own H-1B status for a period of 6 years.
Q. I am seeking lawful permanent resident status with my dependent family members, including my H-4 child. What happens when my H-4 child turns 21? Are they still eligible for LPR status?
A. Once your child turns 21 or gets married, they no longer meet the definition of a child under the Immigration and Nationality Act (INA) and therefore will no longer be eligible for H-4 status. At this point, to maintain nonimmigrant status your child would need to change to another nonimmigrant status – for example, F-1 or H-1B – for which they independently qualify.
Additionally, they may still be eligible to adjust status or apply for an immigrant visa under the Child Status Protection Act (CSPA), which protects certain beneficiaries from losing eligibility for adjustment of status and immigrant visas due to aging during the immigration process. If your child benefits from the CSPA, they will still lose their H-4 status after turning 21, but they will remain eligible to adjust status as a derivative beneficiary of your own adjustment of status application and immigrant worker petition despite being age 21 or over, assuming otherwise eligible. See the USCIS Policy Manual for detailed information about CSPA, as well as Employment-Based Adjustment of Status FAQs (Family Members).
Q. What actions has USCIS taken to support H-1B nonimmigrants seeking to adjust or change status in the United States?
Congress sets the annual immigrant visa limits . Historically, demand for these visas, regardless of country of origin, is much higher than the annual limits can accommodate.
USCIS has taken several actions to help those who will be waiting a long time for an “immediately available” immigrant visa number, including a 2015 rule that allows certain spouses of H-1B nonimmigrants to apply for employment authorization, and a 2016 rule that has improved job flexibility for H-1B workers and their families.
More recent improvements since 2021 include the following:
Operational improvements
Policy improvements
Greater clarity
Meanwhile, the Department of State has launched an Early Career STEM Research Initiative as part of the J-1 visa program, as well as a domestic visa renewal pilot program.
We will keep working within our legal authority to provide as much flexibility, predictability, and dignity as possible for all those waiting for their chance to become a lawful permanent resident and ultimately a U.S. citizen.
Samantha Putterman, PolitiFact Samantha Putterman, PolitiFact
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This fact check originally appeared on PolitiFact .
Former President Donald Trump has selected Ohio Sen. J.D. Vance as his vice presidential running mate.
“After lengthy deliberation and thought, and considering the tremendous talents of many others, I have decided that the person best suited to assume the position of Vice President of the United States is Senator J.D. Vance of the Great State of Ohio,” Trump wrote July 15 on Truth Social.
Vance, 39, won his Senate seat in 2022 with Trump’s backing. He would be one of the youngest vice presidents in U.S. history.
But before becoming one of Trump’s fiercest allies and defenders, Vance sharply criticized the former president. During the 2016 presidential election, Vance wrote that he goes “back and forth between thinking Trump is a cynical a–hole like Nixon who wouldn’t be that bad (and might even prove useful) or that he’s America’s Hitler.”
WATCH: 2024 RNC delegates react to Trump shooting
He has since sounded a different tone including in defending Trump’s actions in the events leading up to and during the Jan. 6, 2021 attack on the U.S. Capitol. Vance was critical of Vice President Mike Pence’s handling of the 2020 election results certification and in an interview with Kaitlan Collins on CNN questioned whether the vice president’s life was actually endangered during the riots. Vance also vocally condemned what he sees as the tenor of political rhetoric, which he tied to an assassination attempt during Trump’s July 13 rally in Butler, Pennsylvania.
“The central premise of the Biden campaign is that President Donald Trump is an authoritarian fascist who must be stopped at all costs,” Vance posted on X shortly after the shooting. “That rhetoric led directly to President Trump’s attempted assassination.”
Who is J.D. Vance and what is his relationship with Trump?
Before winning his Senate seat in 2022, Vance worked as an investor, commentator and bestselling author.
Vance, who was born in Middleton, Ohio, served in the U.S. Marine Corps before attending Ohio State University and Yale Law School. He worked as a corporate lawyer before moving into the tech industry as a venture capitalist.
WATCH: JD Vance’s evolution from Trump critic to running mate
Vance rose to fame through his 2016 memoir “Hillbilly Elegy,” which describes his growing up in poverty and details the isolation, violence and drug addiction that often surrounds poor white communities in middle America.
When the book was released, Vance started talking to the media about issues important to people in his community — and started criticizing Trump.
Vance told ABC News in August 2016 that, although Trump successfully “diagnoses the problems” people are facing, he didn’t see Trump “offering many solutions.” In an October 2016 interview with journalist Charlie Rose, Vance said he was a “never-Trump guy.”
In another 2016 interview about his book, Vance told a reporter that, although his background would have made him a natural Trump supporter, “the reason, ultimately, that I am not … is because I think that (Trump) is the most-raw expression of a massive finger pointed at other people.”
Vance began to publicly change course when he launched his Senate campaign in 2021. He deleted tweets from 2016 that included him calling Trump “reprehensible” and an “idiot.” In another deleted tweet following the release of the “Access Hollywood” tape on which Trump said fame enabled him to grope women, Vance wrote: “Fellow Christians, everyone is watching us when we apologize for this man. Lord help us.”
He apologized about his Trump criticisms in a July 2021 Fox News interview, and asked people not to judge him based on what he had said. “I’ve been very open that I did say those critical things and I regret them, and I regret being wrong about the guy,” Vance said. “I think he was a good president, I think he made a lot of good decisions for people, and I think he took a lot of flak.”
In June, after news circulated that Vance was on Trump’s short list for vice president, Fox News host Bret Baier asked Vance about the comments. Vance said he was wrong about Trump. “He was a great president, and it’s one of the reasons why I’m working so hard to make sure he gets a second term,” he said.
Trump endorsed Vance in the Ohio GOP Senate primary, helping him win the race and the general election.
As a senator, Vance lobbied to defeat Ohio’s constitutional amendment that ensured access to abortion, calling it a “gut punch” after the measure passed.
After the hazardous East Palestine, Ohio, train derailment in 2023, which ignited a fire and led to evacuations and a controlled release of chemicals, Vance worked with Ohio’s senior senator, Democrat Sherrod Brown, to introduce rail safety legislation.
PolitiFact has fact-checked Vance 10 times. He’s received two Pants on Fire ratings, three Falses, two Mostly Falses and two Half Trues. He also received one Mostly True rating before he was a politician in 2018.
In March, Vance echoed a popular Republican talking point, saying that “100% of net job creation under the Biden administration has gone to the foreign-born.” We rated that Mostly False. Since Biden took office in early 2021, the number of foreign-born Americans who are employed has risen by about 5.6 million. But over the same time period, the number of native-born Americans employed has increased by almost 7.4 million. We rated False Vance’s claim in February that the $95 million Ukraine supplemental aid package included a “hidden impeachment clause against President Trump.” The measure doesn’t mention impeachment.
Because it’s the president’s job to spend congressionally appropriated funds, experts said whoever is elected president next will be responsible for spending the money allocated in the law. It doesn’t target former Trump; it would apply the same way to Biden, should he be reelected.
On immigration, Vance falsely claimed in 2022 that Biden’s “open border” meant that “more Democrat voters were “pouring into this country.” Immigrants who cross the border illegally cannot vote in federal elections. The process for immigrants to become citizens and therefore gain the right to vote can take a decade or longer.
PolitiFact also addressed controversial comments Vance made in 2021, surfaced during his Senate run, about rape being “inconvenient.”
Vance didn’t directly say “rape is inconvenient.” But when he was asked in an interview whether laws should allow people to get abortions if they were victims of rape or incest, he said that society shouldn’t view a pregnancy or birth resulting from rape or incest as “inconvenient.”
In the interview, which occurred before the U.S. Supreme Court overturned Roe v. Wade in 2022, Vance was also asked whether anti-abortion laws should include rape and incest exceptions. “Two wrongs don’t make a right,” he said in response. “At the end of day, we are talking about an unborn baby. What kind of society do we want to have? A society that looks at unborn babies as inconveniences to be discarded?”
When asked again about the exceptions, Vance said: “The question portrays a certain presumption that is wrong. It’s not whether a woman should be forced to bring a child to term, it’s whether a child should be allowed to live, even though the circumstances of that child’s birth are somehow inconvenient or a problem to the society.”
Since being on Trump’s vice presidential short list, Vance has expressed a more moderate view on abortion.
On July 7 on NBC’s “Meet the Press,” for example, Vance said he supports access to the abortion pill mifepristone after the Supreme Court dismissed the case against it — echoing what Trump said days before during the presidential debate.
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Airlines, hospitals and people’s computers were affected after CrowdStrike, a cybersecurity company, sent out a flawed software update.
By Adam Satariano , Paul Mozur , Kate Conger and Sheera Frenkel
Airlines grounded flights. Operators of 911 lines could not respond to emergencies. Hospitals canceled surgeries. Retailers closed for the day. And the actions all traced back to a batch of bad computer code.
A flawed software update sent out by a little-known cybersecurity company caused chaos and disruption around the world on Friday. The company, CrowdStrike , based in Austin, Texas, makes software used by multinational corporations, government agencies and scores of other organizations to protect against hackers and online intruders.
But when CrowdStrike sent its update on Thursday to its customers that run Microsoft Windows software, computers began to crash.
The fallout, which was immediate and inescapable, highlighted the brittleness of global technology infrastructure. The world has become reliant on Microsoft and a handful of cybersecurity firms like CrowdStrike. So when a single flawed piece of software is released over the internet, it can almost instantly damage countless companies and organizations that depend on the technology as part of everyday business.
“This is a very, very uncomfortable illustration of the fragility of the world’s core internet infrastructure,” said Ciaran Martin, the former chief executive of Britain’s National Cyber Security Center and a professor at the Blavatnik School of Government at Oxford University.
A cyberattack did not cause the widespread outage, but the effects on Friday showed how devastating the damage can be when a main artery of the global technology system is disrupted. It raised broader questions about CrowdStrike’s testing processes and what repercussions such software firms should face when flaws in their code cause major disruptions.
Here’s a visual explanation for how a faulty software update crippled machines.
Share of canceled flights at 25 airports on Friday
50% of flights
Ai r po r t
Bengalu r u K empeg o wda
Dhaka Shahjalal
Minneapolis-Saint P aul
Stuttga r t
Melbou r ne
Be r lin B r anden b urg
London City
Amsterdam Schiphol
Chicago O'Hare
Raleigh−Durham
B r adl e y
Cha r lotte
Reagan National
Philadelphia
1:20 a.m. ET
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Assessment of water quality indicators, such as Suspended Particulate Matter (SPM) concentration and water turbidity (TUR) is essential for marine ecosystems health evaluations. This work focuses on the estimation of these two variables from water-leaving reflectance measurements, either derived from in-situ observations or satellite data, for the western Black Sea basin. The regional characteristics of the water optically active constituents can have important impact on the quality of such estimations if not properly accounted for. We test several existing inversion algorithms and quantify their accuracy. New, regionally adapted methods are then proposed, together with a new formulation for a multi-conditional switching mechanism. Calibration of these models is performed based on SPM and TUR in-situ measurements. It is shown that the improvements achieved through regional adaptation can be significant. Application of these algorithms to Sentinel-3 OLCI satellite data reveals the consistency of the proposed methodology. Also, it shows the degree of uncertainty if improper formulations are used, with major impact on the absolute values of retrieved SPM or TUR.
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Not authorized to work beyond H-1B status end-date, until the change of status is approved: If an EAD holder based on being an H-4 spouse, not authorized to work beyond H-4 status end-date: Not a basis for admission to the United States. Departure while a change of status request is pending leads to denial of change of status
Vance, 39, won his Senate seat in 2022 with Trump's backing. He would be one of the youngest vice presidents in U.S. history.
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