One of my coworkers has to relocate to California for family obligations, but he'd really like to continue working for our nonprofit in a remote capacity. Everyone in our organization has been doing this for the last year and it's likely to become common practice even after the pandemic ends, so we thought there was a good chance he would be able to keep his job. HR came back to him after talking to an HR lawyer, however, and said there would be too many hoops to jump through in having a remote worker working in a state that our organization isn't headquartered in.
Can anyone provide some insight on what these legal and/or labor "hoops" might be and the employer costs that would accompany them? HR made it seem like there were restrictions our organization would specifically face because we're a nonprofit and my coworker would be moving to California. They weren't willing to provide any specific details, however, so we're in the dark on what we're actually asking of our organization. My coworker is AMAZING, and we're trying to make the case that it'll cost our organization more in losing this employee than what they'd be paying to jump through any extra hoops. Any insight is super appreciated!
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