I'm surprised you made it all the way to the third paragraph if you just weren't going to read the article.
The point the article is making (a point I understand really well, as a remote worker and a non-24 sleeper) is that a remote job isn't simply "do your exact same job, except do it at home". To actually have it work, you need to fully account for your remote employees. This affects your company, it affects work management, planning, execution, everything. It affects how the work is assigned, how it's prioritized, how the meetings are held. It completely changes the social aspect of the job, so that needs to be accounted for both from the employees' and employers' perspective.
Or you can just ignore all this, interpret the article's title however you feel like, and talk about salary. Whatever.
At my employer, it takes 8 dedicated Slack channels, numerous daily, weekly, and monthly meetings, and a dedicated conference room. And continual reminding from the boss - "Call a random team member, and BS for 5 minutes, you have my permission." But my remote coworkers are definitely part of the team.
It does help that the office parts of the team are scattered between 2 offices in widely different time zones - people in the other office may as well be working from home. This is for a 24/7/365 support organization.
The point the article is making (a point I understand really well, as a remote worker and a non-24 sleeper) is that a remote job isn't simply "do your exact same job, except do it at home". To actually have it work, you need to fully account for your remote employees. This affects your company, it affects work management, planning, execution, everything. It affects how the work is assigned, how it's prioritized, how the meetings are held. It completely changes the social aspect of the job, so that needs to be accounted for both from the employees' and employers' perspective.
Or you can just ignore all this, interpret the article's title however you feel like, and talk about salary. Whatever.