The employee said he was “blindsided” by the decision

A software development manager at Amazon, who worked at the tech giant for over three years, decided to quit his job after the company asked him to return to its office in the US. The employee had to forgo company shares worth $200,000 (approximately Rs. 1.6 billion). The man, who chose to remain anonymous, told the story insider that they were told in May that they would have to report from the Seattle office in June.

The employee said he was “blindsided” by the decision and felt it was a betrayal of the company’s original commitment to allow him to work remotely. “I tried to negotiate. I showed them an estimate I had received to pack up my family and move us and our livestock across the country – that would have cost $150,000 – and asked what the moving package would look like. “I didn’t get a response,” they told Insider.

Due to increasing corporate pressure, there has been discussion that employees are less productive when working from home, although there is no data to support these claims.

“And then we were told, ‘We don’t have the data, we just know it’s true’ – a sentence so obviously un-Amazonian that it became difficult to sit there and preach leadership principles… That wasn’t it Case “It doesn’t make sense. It still doesn’t,” he said.

He also revealed that he ultimately quit his job and lost $203,000 in unvested stock. The former Amazon employee is now employed by a company together with another former Amazon colleague. He mentioned that his current position offers a similar salary to his previous one, but it is clear that they cannot compete with Amazon’s stock options.

Amazon spokesman Brad Glasser told Insider via email that they could not confirm the employee’s story. He continued: “A single anecdote could not characterize a company the size of Amazon.”

Mr Glasser added: “We have repeatedly made our position clear: in February we told employees that from May we would ask them to come to the office three or more days a week because we believe this will deliver results would.” The best long-term outcomes for our customers, our business and our culture. As part of this process, we asked a relatively small percentage of our team to relocate to be in the same location as their teams. This is not a one-time thing. The size-fits-all approach varies, so team hubs and relocation schedules may vary based on a number of factors. We also communicate individually with employees and offer support during the move. As with any of our policies, we expect our team to follow them and take appropriate action if someone chooses not to.

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