Does Box reimburse for mileage?

Culture and Community at Box is great, people are a pleasure to work with.

Travel is tightly controlled so visiting your wider team mates is difficult

- Box provides very good compensation to most roles. - Some flexibility in where you work; if you were hired remotely, you continue to be supported as a remote employee. - A culture of team work; if you need support on a project, you will find it. So many smart, capable and kind people work at Box. - Decent transparency from leadership, with regular insights into business decisions, industry trends, etc. - The company will obviously attempt to squeeze as much productivity out of you as possible, but if you know how to create and maintain healthy work-life balance for yourself, you can achieve it.

- Very hectic ways of working; "urgent (to me)" work is often incorrectly conflated with "valuable" work, causing a lot of spin, scope creep, etc. So many employees express chronic high stress as a result. - An overwhelming amount of noise; blocks of text on slack that get lost, too many zoom calls that could have been emails, weekly all-company meetings (so expensive to put on, so little value in return). A lack of focus from across the business that only makes us look "busy" without actually being productive. - They have a "norm" or "expectation" for employees tied to an office to come into the office at least two days a week despite good business performance and high employee satisfaction while remote. Leadership claims this is for improved innovation or collaboration, but can point to no evidence that pushing employees to the office actually bears fruit. - The company clearly prioritizes shareholders above all else, often at the expense of the employees. Multiple years of "limited cash" for merit and/or promotion raises due to "the macro". Absolutely no adjustments in pay despite rising cost of living expenses and increased monetary burden for employees in expensive metro areas who are being pushed to "return to office". And yet, they have plenty of cash for stock buy backs and dividends. Corporate boiler plate nonsense when employees raise concerns about inequitable compensation, siting "tradeoffs" as though this was some kind of inevitable outcome. - Culture carrying roles (employee resource group leads, "chief fun officers", etc.) are not compensated for this labor. These roles disproportionately fall to members of marginalized groups (e.g. women, lgbtqia, bipoc, etc.). Company is overwhelmingly white and cis male.