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Return-to-office pushes can cause a ‘riot.’ These Boston-area companies are trying anyway.

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Return-to-office pushes can cause a ‘riot.’ These Boston-area companies are trying anyway.


The Boston Globe

Andrew Cleary, partner at Baystate Financial, spoke with Abigale Shields, director of financial planning, while in their Seaport office. ERIN CLARK/GLOBE STAFF

Dave Porter was ready to bring his people back into the office on Fridays. They’d been working Monday through Thursday at the Seaport headquarters of Baystate Financial for nearly three years, but the workplace just didn’t seem as lively and collaborative as it did when everyone came in five days a week.

When Porter broached the topic at a meeting in November, however, “the body language got really bad,” he said. People slumped in their chairs. One employee did a Google search and announced “nobody is back” five days a week. A new hire proclaimed, “I wouldn’t have taken this job if I’d known I had to come in on Fridays.”

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Abigale Shields, the firm’s director of financial planning, was bombarded with messages from staffers after the meeting and conveyed their dismay to Porter. “I think I used the word ‘riot,’ ” she said.

Nearly four years after the pandemic upended the longstanding Monday-through-Friday commute for many white-collar workers, most employers have settled into a hybrid arrangement. Office occupancy has been about 50 percent for the past year in major metro areas studied by Kastle Systems, and only 4 percent of CEOs said bringing workers back full time is a priority, according to a new survey by The Conference Board.

“I think that’s a thing of the past,” said Harvard Business School professor Prithwiraj Choudhury, whose recent study identifies the “sweet spot” for hybrid work as two days a week in the office, on average, for optimum job satisfaction, work-life balance, and performance.

Still, a growing number of managers want butts in seats more often, citing the connections, collaborations, and innovations that in-person work can bring. State Street Corp., for instance, the Boston financial services firm, brought people back four days a week in November. Last year, 88 percent of employers nationwide said they expected workers to be in a certain number of days a week, up from 69 percent in 2022, according to a customer survey by Robin, the Boston workplace management software company.

But companies are proceeding with creativity, and caution — encouraging attendance instead of requiring it, in many cases, well aware that people have become very attached to working from home. Almost three-quarters of human resources professionals told researchers at the University of Chicago that getting workers back to the office has been an issue; a fifth described it as a “major problem.” David Solomon, chief executive of Goldman Sachs, one of several major companies back in the office full-time, admitted that getting people to come in on Fridays has been a challenge.

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Indeed, about half of recent US job candidates at Copyright Clearance Center in Danvers, which has no in-office requirements, have told hiring managers they are looking for new jobs because of return-to-office mandates at their current employers.

Abigale Shields, director of financial planning at Bay State Financial, poses for a portrait at the company’s Seaport office. ERIN CLARK/GLOBE STAFF

But not all RTO mandates are created equal. Employees at MassMutual, the Springfield-based life insurance provider, started coming in at least three days a week in September but work off-site the weeks of Thanksgiving, Christmas, and July Fourth and can take an additional four remote weeks of their choosing.

At Baystate Financial, Porter listened to workers’ concerns about losing work-from-home Fridays, many revolving around their “brutal commute” into the Seaport. For Shields, who spends an hour each way to get there via ferry from Hingham, the best part of working from home on Fridays is having breakfast with her 3-year-old son. The thought of losing that left her feeling “deflated.”

So, last month, Porter announced a compromise. If the company hits its quarterly goals, which bonuses are already tied to, the roughly 300 people who work in the company’s 12 offices could work from home on Fridays for the next quarter. (The 600 financial advisers on staff have always had a flexible schedule). Employees are already paying closer attention to the firm’s performance, Porter said: “The whole company is going in the same direction now.”

But the threat of a riot still looms. “There’s going to be … another wave of anger if we don’t hit those goals,” Shields said.

Researchers at the Federal Reserve Bank of San Francisco who examined 43 industries found that remote work has not had an impact on productivity. Still, some employers are so determined to make sure people are in the office that they’re tracking attendance. Eighty percent of 800 employers surveyed by ResumeBuilder.com in December said they planned to monitor employees’ badge swipes or Wi-Fi logins or even use sensors under workers’ desks. Google is among those tracking badge swipes for its three-day-a-week in-office policy, according to CNBC, and plans to include office attendance in performance reviews.

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Some workers are finding ways around these methods. Nearly 60 percent of hybrid workers surveyed by Owl Labs, the Boston video-conference provider, said they have “coffee badged,” meaning, went into the office for a few hours to show their face.

At some companies, in-office requirements are focused on new hires. The Boston staffing agency The Hollister Group expects all new employees to come in at least three days a week for the first few months. Chief executive Kip Hollister, who has been “slow dripping” people back into the office, recently started basing each person’s in-office attendance on their individual performance and allows employees who have been doing well remotely to come and go as they please.

“We want that as a carrot,” she said.

The new approach will be “a wake-up call but also a gift” for those who aren’t performing well, said Hollister, who isn’t worried about it being viewed as punishment: “If coming into the office … is going to help you be more productive and have greater results, won’t you want that for yourself?”

As the CEO of a staffing firm, Hollister is well aware how hard it is for employers who require more than three days a week on-site to attract talent. But sometimes, that’s what it takes.

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Susan Kreis, operations manager at Baystate Financial, spoke with Abigale Shields, director of financial planning, while in their Seaport office. ERIN CLARK/GLOBE STAFF

One of her managers recently suggested that a sales associate start coming in four days a week instead of three to learn and help boost his staffing placement numbers. The associate, Nicolas Coppolo, 23, who has been there for just over a year, acknowledged that being around more experienced colleagues is helpful, even if it’s just overhearing how they talk to clients on the phone.

At the Boston marketing automation provider Klaviyo, where employees live determines their in-office expectations. Starting this month, anyone who lives within 30 miles of a US hub in Boston, Denver, and one opening soon in San Mateo is supposed to come in twice a week — Tuesday and Thursday for most teams — a change from last year, when those within 50 miles came in three days a week every six weeks.

Commuter benefits have also increased from $90 to $300 a month.

Remote hiring, which was responsible for more than half of the company’s growth during the pandemic, has also come to an end, and some positions are now taking longer to fill, said Klaviyo chief people officer Lisa Maronski.

The twice-a-week, 30-mile policy applies to just over 60 percent of the company’s 1,800 employees, but exemptions are being granted.

Tori Shulman, Klaviyo’s senior manager of performance media, lives in Westwood and takes the commuter rail in twice a week. A new hire on her team who lives just beyond the 30-mile mark has also been coming in two days a week, but if she needs to scale back, that’s fine, too.

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“Ultimately, the goal is for each individual to do their best work,” Shulman said.

To Maronski’s knowledge, so far no one has left Klaviyo over the new policy: “I don’t have anyone that specifically said, ‘I am out. I’m quitting because, you know, two days a week is just completely crazy.’”





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Boston police officials dominate the list of highest-paid city workers in 2025 – The Boston Globe

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Boston police officials dominate the list of highest-paid city workers in 2025 – The Boston Globe


That was more than what every other city department spent on overtime combined, though it was a slight drop from the $103 million the police department spent on overtime in 2024.

High overtime spending inside the police department has long been controversial and a source of frustration for police-reform advocates. Last year’s nine-figure total comes as Mayor Michelle Wu warns of a challenging budget season to come for the city, which is grappling with inflation and the possibility of more federal funding cuts.

In a December letter, Wu told the city council that she instructed city department heads to find ways to cut 2 percent of their budgets in the next fiscal year. She also imposed a delay on new hires. Boston Public Schools Superintendent Mary Skipper has also proposed cutting somewhere between 300 and 400 positions next fiscal year due to budget constraints.

Overall, the city spent about $2.5 billion on employee salaries in 2025, up around 1.5 percent from $2.4 billion in 2024. The city employs roughly 21,000 workers, according to a public dashboard.

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In a statement, Emma Pettit, a spokesperson for Wu’s office, attributed the payroll increase to raises, and in some cases, employees receiving retroactive pay, that were part of contracts the city negotiated with its various labor unions.

“We’re grateful to our city employees for their hard work to hold Boston to the highest standard for delivering city services,” Pettit said.

When Wu won her first mayoral race in November 2021, all of the city’s 44 union contracts had expired. Since then, Wu’s office has negotiated new agreements with all of them, and last year, agreed to a one-year contract extension with the Boston Police Patrolmen’s Association, the city’s largest police union.

But as the city heads back to the bargaining table to negotiate extensions or new contracts with others, city leaders should keep cost at the forefront of those conversations, said Steve Poftak, president of the Boston Municipal Research Bureau, a business-backed budget watchdog group.

“As budgets tighten, I’m hopeful that it increases the scrutiny on these collective bargaining agreements,” Poftak said.

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The top earner on the city’s payroll last year was Boston Police Captain Timothy Connolly. In addition to his $194,000 base salary, Connolly took home nearly $230,000 in overtime, about $26,000 in undefined “other pay,” and roughly $49,000 as part of a higher-education bonus, for a total of $498,145 in compensation.

Skipper, as BPS superintendent, was the 55th-highest earner among city workers, coming behind 54 members of the police department. She made a total of $378,000 in 2025.

Nearly 300 city employees made more than $300,000 last year. In contrast, Wu made $207,000, though her salary increased to $250,000 this year. More than 1,700 city employees made more than the mayor in 2025.

Larry Calderone, president of the Boston Police Patrolmen’s Association, argued that the high overtime costs in the police department are, in part, a result of understaffing.

The department is short roughly 400 rank-and-file police officers, Calderone said, meaning the department has to pay its staff to work overtime and fill vacant shifts. The average salary for an officer in the BPPA is roughly $195,000, Calderone said.

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With several large events approaching, including a Boston-based fan fest around this summer’s World Cup matches and the return of a fleet of tall ships to Boston Harbor, Calderone said most of the members of his union are likely to be working the maximum allowable 90 hours a week.

“We just don’t have the bodies on the street,” he said.

The Boston Police Department and the Boston Police Superior Officers Federation — the union that represents the department’s sergeants, captains, and lieutenants — did not immediately return requests for comment Monday.

Jamarhl Crawford, an activist and former member of the Boston Police Reform Task Force, said while high spending on overtime is not new for the police department, it’s a pressing problem the city should tackle.

The police and fire departments are “essential components of the city and society in general … [and] folks should be getting a fair wage. But it also has to be within fiscal responsibility,” Crawford said.

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“In another 10 years,” he continued, “with pensions and everything else, this type of thing can bankrupt the city.”


Niki Griswold can be reached at niki.griswold@globe.com. Follow her @nikigriswold. Yoohyun Jung can be reached at y.jung@globe.com.





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Red Sox rotation contender strikes out four in dominant outing

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Red Sox rotation contender strikes out four in dominant outing


FORT MYERS, Fla. — Johan Oviedo’s first outing of the spring last week didn’t go great, as the right-hander walked three over 1 2/3 innings in a performance manager Alex Cora described as “erratic.”

His second outing on Monday went much better.



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Monster effort from Neemias Queta helps pave the way for Celtics in win over 76ers – The Boston Globe

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Monster effort from Neemias Queta helps pave the way for Celtics in win over 76ers – The Boston Globe


Queta has been a revelation for the Celtics this season and helped them improbably surge into second place in the Eastern Conference. But it is unlikely he or his team envisioned nights like Sunday, when he crafted the best game of his career to propel Boston to a 114-98 win over the 76ers at TD Garden, its 11th in 13 games.

The 26-year-old center finished with 27 points and 17 rebounds and received ‘MVP’ chants several times in the fourth quarter.

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“I thought he’s had great ownership and responsibility to what it calls for to be a starting center for the Celtics, and he’s got to continue to get better,” Mazzulla said. “He works at it. He cares. So, it’s a credit to him.”

The Celtics, who entered the night averaging 17.1 second-chance points per game, poured in 30 Sunday, with Queta leading the charge. With 76ers center Andre Drummond often playing up and trying to congest the lanes for Boston’s talented ballhandlers, Queta forcefully and quickly found space around the rim.

“We just gave him the ball and trusted him to make the right decision every time, and he was able to get it going,” forward Jaylen Brown said. “He had some nice up-and-unders in the seam and stuff like that that helped propel us to a win.”

Brown added 27 points, 8 rebounds, and 8 assists for Boston.

Tyrese Maxey had 33 points to lead the 76ers, but they did not come easily. The All-Star guard played 43 minutes and made just 12 of 34 shots. Philadelphia was without star center Joel Embiid (oblique).

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“He didn’t have a ton of layups, didn’t have a ton of free throws,” Mazzulla said of Maxey. “I thought he obviously missed some good shots, but when you have the ball as much as he did, I thought we did a really good job just being disciplined, defending without fouling, keeping him out of transition.”

The Celtics improved to 40-20, with just 22 games remaining in the regular season. After the game, there was a visible reminder of what could be on the way.

Star forward Jayson Tatum, who could be nearing a return from last May’s Achilles injury, sat at his locker and laughed and joked with team staffers. He also posted the latest clip from the NBC docuseries about his comeback on his social media accounts.

Jayson Tatum, who has yet to play this season, liked what he saw from the Celtics bench.Danielle Parhizkaran/Globe Staff

For now, of course, the Celtics continue to plow forward without him. On Sunday, Boston quickly wiped away an early 10-point deficit behind Queta. He registered five offensive rebounds in the opening period, and flashed an unusual amount of offensive creativity during his dominant second quarter.

During one stretch, he danced through the lane for a basket, converted a putback, then dazzled the crowd by trailing a fast break, taking a pass from Brown, and converting an acrobatic scoop shot that gave Boston a 40-35 lead.

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“We don’t want him to get too carried away with some of those,” Brown said, smiling. “But he was converting them tonight and it looked good.”

Queta reminded everyone that much of his value comes from his defensive work when he swatted a Kelly Oubre Jr. shot out of bounds, and he received a rare standing ovation when he checked out moments later.

Neemias Queta’s performance put a smile on Celtics coach Joe Mazzulla.Danielle Parhizkaran/Globe Staff

Finally, after a well-executed two-for-one opportunity, Brown found Baylor Scheierman, who played with a splint on his broken left thumb, in the right corner; he hit a buzzer-beating 3-pointer that gave Boston a 62-50 lead at the break. Scheierman gave a high thumbs-up with his bandaged digit.

The Celtics led by 16 early in the third quarter, but the 76ers continued to push back. Three-pointers in the final minute by Quentin Grimes and Maxey made it 89-83 at the start of the fourth.

The 76ers trailed by 6 with four minutes left in the fourth quarter but missed their next five shots, any one of which could have put real pressure on Boston.

With 2:56 left, Queta converted a layup as he was fouled, stretching the lead back to 105-97. He received ‘MVP’ chants for the second time in the quarter when he went to the foul line. Then, with 1:56 left, he put an exclamation point on his memorable night by grabbing yet another offensive rebound and throwing down a two-handed dunk that made it 109-98.

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“I thought Neemi matched and exceeded the [76ers] physicality,” Mazzulla said.

Jaylen Brown has become the leader of the Celtics while Tatum has been away. Will Tatum returning cause locker-room drama?

Adam Himmelsbach can be reached at adam.himmelsbach@globe.com. Follow him @adamhimmelsbach.





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