#policy

Is it legal for a company of this size to refuse to disclose employee expectations? They say, “Talk to your manager for details about RTO regarding flexibility” and the managers say, “Sorry, we’re not permitted to grant exceptions.” They are playing games with people’s livelihoods never mind causing widespread anxiety and stress. There must be a law which says they must disclose and be clear about what is expected of employees.

Did folks get the email earlier this week about in-person expectations? Any one have any additional info/insight?

So they think pulling this long roll out, staggering it over another year is going to quell the anger and frustration?
They must be gluttons for punishment.
I think the blowback has been pretty resoundingly negative.
I guess we’re all stymied by the lack of flexibility like pre Covid.
What’s the rationale?!
Have they just capitulated to the potential of being eaten up too?
I don’t get wanting a totally disenfranchised work force unless they know something worse is down the line for the company and all us indentured staff

Last year, Skydance gifted us PTO for the last week of 2025 (Dec 24th - Jan 2nd). They posted it on Murray (now Navigator) on November 10th, and it might have been announced up to a week earlier. With no such news so far, should we expect not to get the same winter break this year?

I know it’s been this way forever, but why don’t we get Veterans Day off? We already have significantly fewer holidays than many of our international counterparts, and there are plenty of veterans working here. It’s particularly frustrating to see companies publicly celebrate and thank veterans while simultaneously expecting them to show up for a regular workday. If we can take the day to recognize their service through corporate messages and ceremonies, why can’t we give everyone the day to actually honor it? This should be about more than just a social media post or a corporate acknowledgment. It feels wrong, sends the wrong message, and frankly, seems unpatriotic and un-American.

Got the notice that i have to relocate but the distance so i am a qualifying event which contains displacement/severance. Question is when i decline continued employment about how long does it take to get the displacement letter from the time i am suppose to report to the new location?

https://www.newsweek.com/green-card-h1b-visa-update-ibm-ending-certain-sponsorships-12694698

[Raising this comment: @cz+1m71dtsbk from this post: @OP+1m71dtsbk to a standalone post].

https://www.newsweek.com/green-card-h1b-visa-update-ibm-ending-certain-sponsorships-12694698

If Tampa doesn’t need to go into the office for the rest of the year, why should any other site? The same security and safety concerns at Tampa apply to all Citi offices

New this year, all employees will receive a performance rating as part of the year-end review process.

Is this really new?

Every team is being told something different it seems. The guidance we got was to aim for 8 hours a day but nothing regarding mouse clicks or keystrokes. Someone I know was told 6 hours and some people are saying their team is 3 hours.

As usual it’s just a mess and full of double standards. We were told not to game the system but that we should have our laptops at all times even when attending in person events. Seems like a total joke.

If you’re gonna pull this bullsh-t at least make it clear what the expectations are instead of purposely making everyone feel unsure and trying to psych people out

to managers - what has changed about performance rating process this year vs. past w/r/t determining ratings since now we have so many more categories of performance tiers to handle. any info on what the new tiers really mean big picture? any correlation to amount of work place excellence compliance?

Last yr I got a used laptop with 1 yr left before retirement. Retired dat was in August 2026 then changed to October 2026 and again changed to January 2027 now. Over the summer their was an influx of interns getting brand new laptops while seasoned employees get the cr-p technology. Has anyone experienced this and why would they keep extending the end of life of a laptop when it’s out of warranty???

I left Honeywell a year ago and wanted to check if anyone is aware of the non compete clause and duration within PA/IA. Is it for one or two years? For execs, I know it is two years but not sure about other staff. I don't seem to be able find my offer letter.

Do we know how serious reporting will be around these specific weeks? I am only scheduled to work one day each of those weeks and I don’t mind going in to keep in adherence but it will be two consecutive days off because it’s a Wednesday I am working and then off that Friday. If I’m going to be out of adherence and flagged either way I might as well not go in

Anyone can confirm that when impacted, you remain on payroll 60 days and then two weeks per year for severance? Seeming like things have changed over recent years, looking for confirmation since seems like these layoff rounds will be the norm for a while.

Recently, they changed block scheduling in our club. Is this happening in other clubs? No set days off and no weekends off anymore?

If any manager has experience, please let us know what you are looking at the most and what happens if you have attendance issues on your team

"If state law doesn't require it, we're not paying it". So much for integrity or doing the right thing.

In the news today: Goldman Sachs is BANNING AI usage for the majority of the staff! This is according to Bloomberg 11/3/26 and includes direct quotes from their official spokesman.

Wow. Is this why it really truly feels like BNY has slowed the AI mania there last few months?

If Blackbaud expects employees to depend exclusively on its paycheck, it should be prepared to answer a straightforward question: What responsibility is it willing to accept for the financial security it demands employees surrender elsewhere?

For employees unfamiliar with the exclusivity policy, go look it up on the HUB. Read the wording and consider what it means for your ability to support yourself and your household.

Because exclusivity has a price. A company should not get to demand it simply by putting a prohibition in an employee handbook.

People take second jobs for reasons that deserve more respect than suspicion. They have mortgages, medical bills, dependents, debt, and emergencies. Sometimes a second income is the difference between making progress and falling behind. Calling that a loyalty problem is an extraordinarily convenient way to avoid discussing whether one paycheck is enough.

Blackbaud has every reason to protect confidential information, prevent actual conflicts of interest, and require employees to perform the work they are paid to do. Those concerns justify specific, proportionate rules. They do not justify a sweeping claim over an employee’s ability to earn a living outside their working hours.

An employment agreement purchases labor under agreed conditions. It should not purchase veto power over someone’s entire economic life.

The imbalance is glaring. A company can spread its financial risk across customers, investments, and business opportunities. Under a blanket exclusivity policy, employees are expected to concentrate their livelihood in a single employer—and absorb the consequences if that arrangement stops meeting their needs.

Where is the reciprocal commitment? Does exclusivity come with guaranteed employment? Compensation that adjusts to an employee’s actual financial obligations? A promise that the company will cover the shortfall when an unexpected medical bill arrives?

Without a meaningful commitment in return, the message is brutally simple: your financial vulnerability is your responsibility, but your efforts to reduce it require our permission.

That is a remarkably self-serving definition of loyalty.

For someone already working full time and still struggling, a second job represents additional effort, lost evenings, and less rest. Punishing that person for trying to stabilize their household adds corporate discipline to an already exhausting situation. It treats financial survival as misconduct.

A sensible policy would address demonstrable problems: conflicting schedules, misuse of company resources, compromised confidentiality, or failures to meet job expectations. Judge employees by their performance and conduct. Require a concrete business reason before restricting what they do with their own time.

Blackbaud should be able to explain precisely what harm a restriction prevents. “We expect exclusivity” is a demand, not an explanation.

If a company wants to be an employee’s only source of earned income, it should make that dependence worth accepting. It should not simply forbid the alternatives and leave the employee to figure out the bills.

I didn’t realize people were still working from Cleient Centers other than the client facing colleageuse. Have you all been going there to get your badge swipes or something? Or were you assigned there and the announcement about them revoking your badge access doesn’t even effect you anyways ?

On the central website go to ....com/article/FA_12085

second highest voted question (1st had 102 votes, this one had 96 votes) in Q&A section was related to RTO and got lumped into the rapid fire portion (seems to have been combined with another question about letting local managers decide RTO reqs instead of people much higher in the chain), question was in regards to talent drain in younger employee groups due to RTO, speaker response was essentially nah, you guys are still not showing up a full week, once you do maybe we'll reward you. huh? if the whole company magically starts 5x8 THEN we'll get wfh back? at least stick to the company line and say no way, no debate needed. saying WFH will be restored once we all meet the current policy is a silly answer

An article is now available on Fid Central about RTO updates for Ireland and NJ. Anyone know what the plan will be for Smithfield RI?

My manager recently shared that CITI is presently being challenged with employees not RTO. So, how is this being enforced? You cannot single me out and terminate for showing up 2 days instead of 3 when there are hundreds or thousands ignoring this mandate completely.

So what’s is the plan here? Up to your division to manage?

...surprise! They did NOT 'centrally manage' the RTO numbers due to the fire as they promised they would.

I'm missing all 5 days from my number. This place... It's almost comical if it weren't directly tied, at EOY review time, to your overall performance.

I am hearing requirement of minimum 6 hours per day in office is coming. Possible announcement coming on November 15th. Also it will be tracked.

Does anyone know how true it is that we have to be in office 4 days a week in order to receive our severance?

Clean out your lockers.
Clean off your desks for a “clean desk” policy.
Turn in your badge next?

It seems like the Chicago office could be the next to close. Move everything to NY and TX.

no hiring back for those MS laid off before?

Goldman Restricts Traders and Bankers From Using Some AI Tools

https://www.bloomberg.com/news/articles/2026-11-02/goldman-restricts-traders-and-bankers-from-using-some-ai-tools

MPS Security & Protection has released new guidance for employers managing workplace safety during workforce reductions. The advice stresses the importance of advance planning and risk assessment. Employers should implement proportionate security measures to protect employees and facilities. Recent large-scale voluntary exit programs highlight the need for such preparation. The guidance aims to help companies navigate these transitions effectively.

Murrieta, CA

https://www.usatoday.com/press-release/story/54855/recent-workforce-reduction-announcements-raise-need-for-layoff-security-guidance/

…a few folks just quietly disappeared, for the lack of better words, which is super odd because all we heard was from their manager, to the extend of “such such has decided to leave the company”…what is happening, like I didn’t even get another farewell email, you know, people normally do that (I don’t think any of them have anything against me to leave me out of a professional farewell)…does the company have policy against a farewell email when people leave? It bugs big time, because there have been half dozen of these incidents throughout this year (and they couldn’t possibly all hate me, I don’t think)…anyone else has experienced this? Thanks!

Call your shot - with Valero picking up Lyondell Houston, who picks up Alliance? Drove past there for a fishing trip a few months ago - no activity at the site, nothing demo'd, just a security car in the parking lot. Owned by Harvest Midstream now (parent company is Hilcorp, owns the inbound pipelines from LOOP). CEO Jeffrey Hildebrand heavily involved in Trump/Venezuela policy.

This would be 8 hours- is that ok or would I be at risk of getting terminated? Have to be home to take care of my kids when they come home. I just wish this company would tell us clear what the expectation is.

Just curious, how many days of PTO do you all typically take in a year? I know we have to get another approval for above 15 days.

Is AT&T's five-day return-to-office policy really about collaboration, or is there another reason behind it?

Do we really expect them to change the tech phase 2 exemptions from the past?

People here are saying employees below director will get 20 days a year, with only five days rolling over, while directors get unlimited vacation. If that's right, does the 20-day amount apply regardless of years of service? What happens to vacation people have already banked? Does the five-day rollover limit start in 2028? Will there be any option to cash out unused days? And how will “unlimited” vacation work for directors in practice? I'm seeing different takes on this and would appreciate the actual details.