#policy

Because 4 days wasn't enough.

Is it better to vacation out or try to take the year’s worth of vacation before you leave?
I’m looking at the vacation policy and it says you can’t use vacation from previous year to vacation out. Anyone know how it works? Don’t want to ask HR because I’m not telling them I’m retiring yet

Can we still use a 1/2 day PTO to count as an 8 hour day in the office? Or do we have to go in for 4 hours? I am not complaining, asking a genuine question since my direct doesn’t know the answer.

The Working better, together Amplify article has been out for three weeks and has 6 total likes. I wonder if anyone making these decisions takes note of how wildly unpopular the new policies are. Does anyone know who really pushed for this policy? Anybody part of those meetings?

They are looking at them and writing employees up for non-work related content. No jokes, no whitty banter, nothing personal. Always use your cell to communicate.

Every MN based employee could apply for the new policy and receive up to 20 weeks PTO. This is going to be abused more than Charlie Sheen’s nose.

Dell mandated the 5 day RTO for multiple reasons but one of them I think is because they have a plan and that plan is to use it to let go a LOT of people who either never abided by that policy, OR didn't go in enough/quarter. Which technically speaking, is a valid reason to lay someone off as they are not following the company policy.

They have a solid years worth of badge tracking now and those who were supposed to go in but didn't, are likely gonna be on the chopping block. They made it so that anybody who is within a 60 minute drive has to go into office, which is very unreasonable and they know it was. 30-35 minute drive should have been the cutoff IMPO but it was an hour because they know that a lot of those who do live "within that hour" but have a 55 min commute, are likely either going to quit or straight up not go in 5 days/week.

idk, I've lost the incentive to do an amazing job. Why should I when there is no "pot of gold" at the end for me?

I don't understand what anyone will achieve by reducing work from anywhere days from 10 to 8. Like wtf company will benefit from extra 2 days a year in office work. Like it's not even vacation just wfa.

It's just feels like RV personal hate for all BNY employees showing up. It's bitter and vindictive and servers no real purpose. What even is the point of this.

What a nonsense.

Beware of toxic leaders. It is usually a leader who has limited knowledge or understanding or have reached a level of leadership without working specifically in the field. If leadership at Anthem or CarelonRx tell you something in a call, follow up in writing and reiterate what they said. I have been flat out lied to repeatedly about what was promised to me or about tasks that I was assigned to. They attempted to functionally demote me until I documented it and presented to HR. They have continuously added more tasks and more job roles to the scope of my work to fill the gaps left by RIF. All I can say is communication in writing , documenting and advising them when they violate policy or law is crucial. The sad part about it is until you have been directed by a leader or by HR otherwise, you still have to do the task or they will use that as cause to give you poor reviews or let you go. Watch your back at this company. Not every leader is like that but there are plenty of them.

No more hiding and evading RTO. The policy is the policy for one and all. Firstnet or Fiber, 5G or Gwiz, time to move has come and gone as all will be on Friday 1/16. The exceptions and favoritism end in Cohen and Leggs orgs so bye bye teachers pets who join the breadlines like the rest of us. The smug untouchables now lose their favored nation status and will get a reduced severance down to four months. A few have already been given a heads up. Other’s will get notified next week before the official notice comes. Sad but central plains and midwest are not hubs and people have had years to move and they did t. Not fair and now pet status ends.

I have only reviewed a few postings so far, but now included is “Please note that per our policy on hybrid/virtual work, candidates not within commuting distance from the posting location(s) will NOT BE CONSIDERED for employment, unless an accommodation is granted AS REQUIRED BY LAW.”

Fully remote are stuck in their positions unless there is a policy change or they are RIF’ed.

... but, you better be within 20 miles of your designated work location! Location Proximity testing on the way (for YOUR safety of course). Stay a few days with mom out of state, but work as normal... yeah no.

Read about it.

Schulman, what is the policy for the enterprise to work-from-home and to promotability when working from any of the Verizon locations?

these mo--ns have no clue what they're doing :D

Can someone tell me how FMLA works for management and non management? Are they paid or unpaid days?

For employees who have an ID badge with a chip, does WF use it to track their location?

4 days in April will become 5 days in July/August.

Or is Office First policy being quietly ignored now…seems so many folks have reasons not to come into the office that the whole policy is not really being enforced

Does anyone know when we are closed the next two weeks? If we are being asked to work do we get overtime pay or 2x for a holiday week? I asked my manager but didn’t get any response. I want to work OT as I could use the extra cash and it seems like this would be double pay. Can anyone tell me what the policy is?

What is the new sick time policy going into effect in 2026?

https://www.newsweek.com/h1b-visas-banned-republican-proposal-11226290

Past Severance Patterns
AT&T's severance offerings have varied based on employee classification, years of service, and location. Here's what the data shows:

Management Employees (Non-Bargained)
Standard Package: Previously capped at six months of pay, with two weeks per year worked
2025 Changes: New tiered system offering one month salary for Level 1 managers, with an additional month per level

It could be a chilly summer season.

Curious if anyone has heard of severance changes starting next year. Employee Handbook isn't available until January 1st.

https://share.google/uPYtKCB2rrthJEKfu

This is a theory. They implemented this new bag check policy the same week that DM's emphasized on the weekly conference call how SM's have to be working 8-5 (no matter your store hours) while also emphasizing how they're tracking bags checks full force. I'm curious if the bag checks are actually being implemented to track what time the SM's are leaving their shifts. This would give corporate leadership the advantage to make ER easily give the OK to terminate SM's after the holiday to avoid severance for (theory) layoffs after R2R. Just a theory. What are your thoughts?

Does anyone know if bonuses still pay out as normal in Feb. if you go on leave before your year end review and don’t return to office until April?

I’m very confused to what HR has to do with a promotion process. If you get nominated for a promotion and it gets approved by all required people in your LOB- how is HR going to disapprove it or say “no this person can’t get promoted due to x,y,z. “ can’t someone explain the process to me?

My question to Copiot,,,,,,,,So basically very little progress but a lot of plans no extra money coming in just money spent on planning or whatever.

Answer - That’s a pretty fair summary of where Canada stands right now. The country has rolled out ambitious frameworks—like the Clean Electricity Strategy and emissions reduction targets—but the tangible results are slower to materialize.

are folks that get severance supposed to talk about what they got if it's a more generous payout than what the policy allows (2 weeks for every year)? do fired employees get severance? Has anyone heard of such a thing?

Anyone want to tell us about how Citi is handling AI use in various departments? I've heard that some departments aren't touching it, while others have gone full send and are exposing everything from policies to chats. Which one are you guys using too, chatgpt or another?

Because, after Andy departs....

Thread title and anyone have any idea if they were to do so how long it would take to change it?

Currently, the U.S. levies no tax on U.S. firms’ overseas earnings as long as those profits remain overseas. That policy essentially encourages companies to reinvest their profits outside the U.S. And to give companies even more incentive to hire overseas, the Internal Revenue Service allows companies that move factories abroad to deduct from their taxable income the cost of closing their U.S. plants.

Got a "first and final" warning about Connect Week attendance today, specifically time spent in office rather than badging in and out. And no bonus for me this year as a result. Pretty floored although I guess it's better than being fired with no warning? Am I the only one?

If it’s not in set stone writing by HR … how can they really even enforce this?

Also do we know yet how managers will be getting reports of employees coming into the office?

Is it by badge scans? By seeing if device is connected to building WiFi?

Just got word from my sources that corp risk 4 day RTO will start in April 1 and not Jan 1.

Congrats fellow coffee badgers

https://www.msn.com/en-us/money/companies/at-t-commits-to-ending-dei-programs/ar-AA1RCMNw?ocid=msedgdhp&pc=HCTS&cvid=69304c6bd46044fa8a533101e5611cf6&ei=51

In an FCC filing, the U.S. wireless carrier said, “The legal landscape governing diversity, equity, and inclusion (“DEI”) policies and programs has changed. We have closely followed the recent Executive Orders, Supreme Court rulings, and guidance issued by the U.S. Equal Employment Opportunity Commission and have adjusted our employment and business practices to ensure that they comply with all applicable laws and related requirements, including ending DEI-related policies as described below, not just in name but in substance.”

B4 tech mgr here, during a recent internal audit, HR department discovered widespread misuse of vacation time across multiple departments, including associates taking unapproved extended leaves, extra days not reporting to workday, overlapping PTO with sick days without documentation, or logging vacation while working remotely on company tasks.

Leadership has officially warned all managers to tighten oversight, and HR is now actively reviewing records with potential disciplinary action (up to termination) for violators. Going forward, every vacation request will be scrutinized, and any past discrepancies could trigger immediate corrective discussions , double-check your own records now and reach out to your manager if anything looks off before they come knocking. Better safe than sorry.