#inoffice

Yep. turn ur camera on Folks!!

So I left the company last year, but am now considering returning due to pay. But I want to know the exact in-office requirements I would be committing to. I left for remote but I want to consider if the pay raise to return is worth being hybrid.

So just to get this straight - there aren’t “remote work weeks” but leaders can just randomly work remote for a day here or there? If they are responding to work emails and engaging in work with their team then they are technically working right? Which means they aren’t taking PTO. Isn’t that remote work? Meanwhile I am expected to be IN the office?

Who is monitoring this? The timecard and attendance piece? Or do rules not apply to “so called” leaders? Asking for a friend and my colleagues who actually follow the rule. Just curious if we should start calling the “speak up but you won’t be heard line.”

Not sure how anyone else's location is, but South Jersey is ridiculous.. Considering people are packing up for our location renovations, aimlessly walking around because everyone's work is DONE.. instead of saying "Hey everyone, you can all leave an hour hourly, even 30 min to get home etc.. But nooooo let's have you all sit here, doing nothing while you just keep getting aggravated because hey HR has been gone but we need you ALL to stay and collaborate... SMDH

Since the expanded in office 8 hours mandate has it been harder to plan meetings. Most people I know, including me, have hard start and stops now. Good luck trying to set up a call with india, nyc, mn and az. There is a window of like 3 hours. When they treated us like professionals most of us would take calls before going in to the office or after we got home. No more. When the measurement is time and not quality they get time but not quality.

Get ready folks, getting strong vibes this call will include back to office 5 days a week!

For holiday weeks Employee Relations lets their people choose to work from home. I'm not saying that there isn't anybody from ER in the office then, but its a tacit admission that they know that employees want the choice for themselves to go into the office or not.

The in office reporting is officially out. For those that work 3 days in office and 2 days remote. Although the expectation is a full 8 hour day, the requirement for in office hours for reporting purposes is 7 hours. Anything below that you’ll get flagged on the reports.

Question in the title. I've got a three-hour volunteering event lined up, will be four hours counting the drive to the site. Unclear if this will be counted as an in-office day or if I need to go in another day to account for it.

It seems everyone comes to this site to complain, but I am here to celebrate. Our new CEO has announced that 3 day RTO is here to stay. This is wonderful news and proof that Srini trusts his leadership team and all of us to do our jobs! Thank you Srini! you are awesome!

Just wondering if there is any consistency across the organization. Is your manager in the office?

Any truth to no work from home in 2026?

Going back to the office 5 days a week starting on January 5th? No work life balance? It sounded like we can’t even work from home to take or kid to a doctors appointment?

Only 6 more weeks until 4x days WFO.
I can't wait for us all to get back to the office - we are better together.
This will make us beat Exxon for sure

WFH works for me so much better, but, hey - what to do.

Has anyone gotten in trouble for using too much in office exemption time - Whether that is weather related, or for the adhoc flexibility option.

Specifically referring to upper management less direct management.

This is probably the only channel I can say this on. But by God, people. Please get in line with the in-office requirements. 3 days and 8 hours is not that big of a deal. And if some of you lazy people keep looking for loopholes and abusing the system, they’ll come down harder. It’ll be 4 days, then 5. And we shouldn’t blame management. We should blame you.

You feel it, we all feel it. It doesn’t read like leadership trying to build culture.
It reads like control masquerading as culture. When a company actually wants people together for collaboration, the tone is invitation. When it’s about covering themselves or flexing power, the tone is exactly what you would expect from Dell. Cold, absolute, and written as if you’re a dog in a cage.

Or is it just the worker bees? Who is monitoring management?

There are so many questions about RTO and many wrong assertions. This is what I KNOW based on direct involvement with the process.

• Badge Swipes IN are tracked and reported. The reports are provided to GL 32 leaders every Monday morning. The report contains the employee, the day and the time of the swipe. It also shows through a conditional format those that are non-compliant
• In-office duration is NOT tracked. The only way to track duration would be to have exit swipes. Exit swipes will NEVER be required because they violate fire codes in the US. You can't have the doors lock people in.
• Seats ARE randomly audited but only by "uptight" managers, not as a required practice. I was called out once for not being in my assigned desk. I was actually in the office but opted to use a "huddle room" for work because I was on the phone constantly and the area they had me in was loud with dev teams that had zero to do with my job.
• People have had "swipe teams". That's groups that get together and each week someone brings everyone's badges into the office and swipes for folks. They trade off week over week. It's common in non-guarded buildings and will 100% get you terminated "with cause". It became evident in my city because the swipe report occasionally show entire groups coming in at the same time everyday for a week. The "swipers" were in other words sloppy. I've seen it.

Someone posted the other day that this site doesn’t have useful information anymore. Well I’m offering up some right here.

I’ve posted before with insights on RTO being delayed, what the original RTO mandate would look like, how time in office is being tracked, and most recently the stricter 8 hour requirement. All before any of it happened. I’m nobody, but I’m uniquely connected to several people in key roles.

If you’re chuffed at the 8 hour mandate, then you’ll really be up in arms when productivity monitoring metrics start being rolled out. And they will be soon. This is already being tested and will be applied to every LOB. Those who say otherwise are either willfully ignorant or deliberate attempting to hide the truth.

I keep seeing/hearing people say they are on some list for not being in the office 8 hours. If I was on this list would I know? I never do 8 hours, not even 2. As far as I'm aware I'm not on this list, why?

Why is this company fixated on the number 8? From 8 is great to 8 hours in their offices, what’s the link?

Is 6 too short? How about 7 or 7.5?
Will this be included in performance review?

Okay, most are not happy about the 8 hours. I have a serious question-- are people really busy 8 hours a day every day? Honestly? My work has highs and lows, sometimes I'm working 10-12+ hours/day, but in the low times I'm working less, and not always 8 to be honest. But I make up for it during the busy times. I don't dont know how I will stay busy for 8 hours a day in the office. Do people just fake it? I'm serious. In my low times, such as now, I reach out to my manager for more work, but she's never really given anything additional. I've been here for 5 years, I do my work well always a meets or exceeds, but I just dont know what to do for 8 straight hours in the office if I'm not busy. Anyone else have the same concerns?

If they are going to treat exempt staff like hourly employees, threatening to hurt our review and bonus, i want my overpay time pay, i work weekends and sometimes 10 hr days. If they in anyway try and threaten us i would demand to see the data, for us compared to others. I don't know what WF Legal is thinking following directions from Bridget Engle, she doesn't even have a college degree. Their legal team better be ready because there's some hungry down and dirty lawyers who would LOVE to sue the living day lights out of this place and i will be calling them up if i'm in anyway shape or form impacted by some stupid 8 hr rule.

Ok, what is the deal with the in office hours tracking? I’m hearing it’s based on badge swipes, connecting to the network.

Can anyone in management enlighten me what they’re looking at? Is it 4 hours, 5 hours?

Apparently there is some reporting but no one has seen it so we don’t even think it exists. I need someone who really knows what’s going on to shed some light on this please!

I know our leadership has made poor decisions in the past such as the failed acquisitions and debt accumulation. But, we have now sold our stake in anything we don’t have business being in. We have doubled down on the path forward towards convergency and Wall Street has rewarded as accordingly.

We run a dynamic, customer-focused business tackling difficult problems. That is why we work together, in-person, during common working hours in Dallas. Employees have no control over compensation, designation, or work locations. Those are all at the discretion of our business. As leadership has communicated, If a self-directed work environment is important to you, you will have a difficult time aligning your priorities with that of ours.

Manager here who hasn't heard of this 8 hour in office rule. I've seen a lot of post about this so I know it's a thing. Was there an email sent out or were you guys just notified by leadership?

Also, is anybody else's a lot of business not providing work from home equipment anymore? This is ridiculous.

The below is said in jest, and is probably not something anyone should or would actually do. Also, it would only truly work if someone lived VERY close to the office.

Go to office @ 7:00 am. Leave office at 7:05…..

Go home.

Come back at 2:55, badge in.

Leave at 3:00

First badge in 7:00 am
Last badge out 3:00 pm

Calculated time in office: 8 hours

Actual time in office: 10 minutes

Are we going to be dinged if we aren't in office 15 days this month? Can anymore enlighten me on how the reporting is? 11 days or 3 days a week??

I know people are getting new security badges. People are telling me these are being used to track time in-office. Is that correct? Why wouldn't they just track your time connected to the office network?

For the coffee badgers since RTO, seems we have been busted big time.

Anyone has any idea how to game the system with this 8 hour rule.

Thank you for your attention to this matter.

HR buried a story that starting in January 2026 teammates are expected to be in the office five days a week. Not surprising that HR buried that article and gave no warning to people managers.

May have been asked before. Sorry if that is the case.

How was the RTO for those in the MN/DC office? Did you have monitors on the desk, was it clean, the cafeteria open, etc?

How was the RTO for those in the MN/DC office? Did you have monitors on the desk, was it clean, the cafeteria open, etc?

How was the RTO for those in the MN/DC office? Did you have monitors on the desk, was it clean, the cafeteria open, etc?

If you needed reminding that HR / Allegations department / Ethicsline / Loudspeaker isn’t for employees this is it. They are closing out all cases about RTO with either no response besides “we have closed this case” or this canned response:

“We have reviewed your concern and wanted to provide additional information.
Our success depends on Wells Fargo being collaborative and innovative. We all benefit from seeing our colleagues on a regular basis. When we're together, it's easier to build relationships, get in-the-moment coaching identity career opportunities, and brainstorm ideas.
With this in mind, our approach emphasizes spending the majority of our time together in the office and also provides flexible work options based on what makes sense for different roles. The expectation to work full workdays is not new, and reinforcement of full workday expectations does not change our continued commitment to providing flexibility as situations arise. Employees should discuss with their manager when additional flexibility may be needed.
The case will be closed at this time. If you have additional concerns, please discuss with your manager.”