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The Quiet Life of a Former Double-Income Earner: Navigating Return-too-Office and the Allure of Overemployment
As remote work policies shift, one Wisconsin woman reveals how she’s adapting after secretly earning $250,000 annually while holding down two full-time jobs, and the strategies she’s employing to maintain a flexible work arrangement.
The rise of “overemployment” – secretly holding multiple full-time jobs – captured public attention in recent years, fueled by remote work opportunities and the desire for financial security. While the practice has become more challenging amid a tightening job market and increased employer scrutiny, the appeal of a significantly boosted income remains strong for some. One such individual, a supply chain professional named Lisa (a pseudonym), offers a glimpse into this world and how she’s navigating its evolving landscape.
From Financial Windfall to Lasting Adaptability
Lisa’s story began in 2020, when she was earning approximately $110,000 a year in a remote corporate manufacturing role.An offer for a hybrid position with a $150,000 salary presented an unconventional prospect. After discussing it with her husband, she decided to accept both positions, embarking on a secret double-life.
For 18 months, Lisa juggled the demands of two full-time jobs, earning roughly $250,000 in 2021 and consistently working between 40 and 50 hours a week. Her strategy involved seamlessly managing two laptops – conveniently, both companies used Microsoft Teams – and meticulously scheduling meetings to avoid conflicts. She also leveraged the fact that both roles were largely output-focused, allowing her to deliver results without constant oversight.
However, the arrangement began to unravel as one company implemented a more stringent return-to-office policy. Lisa ultimately resigned from the second position, receiving a $10,000 severance package. She then focused on her primary role, but the experience left her acutely aware of the value of flexibility.
Navigating the Return-to-Office Landscape
Lisa’s current company initially adopted a three-day-a-week in-office mandate. She quickly learned the nuances of enforcement. She learned that employees could request approval to work from home one day a week, requiring sign-off from a higher-level manager. Though,a more candid “off the record” conversation revealed a degree of leeway.
Her manager, understanding the challenges a five-day commute and childcare responsibilities would pose, reportedly told her to “be here as much as you can,” as long as she maintained a presence in the office a few days a week, particularly during key meetings. lisa now works from the office three days a week, leveraging the fact that her role involves numerous virtual meetings.
“I don’t necessarily advertise what I do,” Lisa admitted, “But there is a quiet understanding in our working group that flexibility is critical for us to be productive.” She expressed concern about potential company-wide tracking of office attendance, acknowledging that such a measure could jeopardize her arrangement.
A Family Balancing Act
The increased time in the office has shifted childcare responsibilities back to Lisa’s husband,who now works remotely part-time. This arrangement allows him to handle school drop-offs and pickups, a task previously managed through after-school programs when he worked in an office.
Financially, the family has been able to maintain their lifestyle despite the shift to one full-time income, thanks to a combination of factors. Her husband’s hourly rate has increased in his part-time role, her salary has risen to $195,000, and the savings accumulated during her period of overemployment provide a crucial buffer.
“I think we would be OK financially,” she said, “but we wouldn’t be great if it hadn’t been for that two-job situation.”
The Ongoing Search for the Ideal Arrangement
Despite finding a workable solution, Lisa continues to explore other job opportunities, seeking a role with a shorter commute, greater flexibility, and comparable compensation. She interviewed for a position with a 15-minute commute, but the salary was significantly lower than her current earnings, making it an unviable option.
“it’s hard to find another position at this level,” she acknowledged. “There’s just fewer of them, but I’m still looking.”
Lisa’s story is emblematic of a broader trend: the ongoing negotiation between employers and employees regarding the future of
