There's definitely still a discussion around the concept of constructive dismissal that could be had. Although a lot of that has to do with the exact parameters of the RTO, so it would be company to company.
n=1. If you're taking a remote role, have it codified in your offer letter. Retain that as an artifact in the event you need to engage legally. Always be prepared for your job to end at any time due to the state of US employment, but also set yourself up for success whenever possible. The party with the best position of power and the least to lose typically is the one who wins. Always be preparing a paper trail if you feel like the actions your employer is taking might infringe on your labor rights. You've then done all the hard work to then hand it over to an attorney and/or government regulator for actioning.
And if you're not organizing and unionizing to secure remote work as a right at your org, you should consider it. Very favorable environment at the moment to do so.
(not an attorney, not your attorney)
Is it? I would think that during hiring booms would be a far more favorable environment for workers to drive demands.
https://news.ycombinator.com/item?id=37421903
Also, structural labor shortages for the next decade.
I spend more than that on annual auto insurance, for comparison, and the odds are much higher I need protection from an employer vs another driver. We may have different opinions on value, and that’s okay.