#policy

Rent a center has shifted its collection processes for the worst. How you ask? They have taken the attitude that it's better to get something other than nothing at all. Here is an example, customer gets a brand new 85"tv. Makes a $10 online transaction and comes due. Never pays, never communicates with the store. Now the customer is 40 days past due. They are sent an email or text, apologizing for us bothering them ,but wanting to help them. The company then offers a payout settlement of $300 , for a brand new $1000 TV mind you. Customer takes the deal , and can reapply and do it all over again. Now think of that on a scale company wide. Why has profit dropped off, why are collections higher year over year? That process right there. And don't think for a minute that customers don't encourage others to follow this process. Get a brand new ps5 for $150!!!
All the while store staff stays till 8pm everyday trying to hit collection numbers that are now impossible to hit. Thanks to the ivory tower think tank!

The South Windsor Warehouse is closing does that mean the off price backstage going away? Personally I find Backstage a distraction. Macy’s should make “Last Act” sections a major markdown to get product out of the stores asap.

How does WF get away with these practices of reducing PTO hours for usage of sick time?

In NYC, the following law applies: “NYC's sick leave law, the Earned Safe and Sick Time Act (ESSTA), requires employers to provide paid time off for various reasons, including personal or family illness, medical appointments, and absences due to public health emergencies or domestic violence. The amount of paid leave depends on employer size, with employers with 100+ employees providing up to 56 hours annually.”

However, WF’s own policy states: “If you’re a pto eligible employee, you don’t receive paid sick time in addition to your paid time off allowance. Instead your pto can be used for reasons covered under the sick time law to provide pay and job protection. Using sick time in workday decreases your pto balance by reducing those requested hours from your monthly pto accrual.”

Isn’t this illegal?

It seems the directive is to charge people for phone cleanings and password resets? Anyone else being pushed to fudge these numbers? The OST definitely has nothing in it about either of these things. Any clarification would be great.

Basically the title, just because I don't like my current job doesn't mean I don't want to ever work here again. Anyone in HR know what the criteria for rehire eligibility is?

It’s pretty stupid that after knocking out my work, day after day I have to sit in my chair and wait to get my “8 Hours in”. Is 7-7.5 hours going to be enough to stay off the list? Or, are they really going after people who have 7.5 hours in office? I’m already incredibly annoyed by this d-mb rule and I can’t believe we’re being treated like teenagers! Hopefully this nonsense ends soon

Does anyone even bother with the Self Evaluation anymore? I’ve done it every year, but nothing from it ever makes it into my annual performance review. Management seems to decide ratings, bonuses, and merit increases without taking it into account.

Our management is saying we have to do it, but enterprise wide email says its optional across the company. Is there any actual consequence for skipping it? Honestly, it feels like the outcomes come annual review are predetermined anyway.....

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.

How can governments provide support to those who are laid off?

One method would be to impose new taxation, similar to how companies raise revenue. Perhaps a percentage of both usage and storage charged to clients.

Any other thoughts?

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.

Lessons learned?

Is 6 hours in the office still relevant?

Has anyone heard what’s changing next year about whether we’re going to be able to continue working from home? I recall reading or hearing that announcements will be made at the beginning of 2026.

I see a lot of people that are still remote… has anyone recently successfully negotiated to be remote? Will those that are remote be eventually asked to go back to the office?

Like RTO policy & procedures? Somewhere where I can see rules. I see different people being treated differently, unfair at best, possibly illegal. I am not asking for this to be posted publicly just tell me where to look for internally as I've spent some time looking for it and I could not find it (and I dont want to go to HR or my mgr).

Hm, do we usually have the self reflection at this time of the year?

Something fishy going

Hearing some sub-orgs in S&T (specifically Dave’s org) are now requiring their teams to be in 3-4x a week. Can anyone confirm?

So what's with macys Ap following customers into the bathroom opening up all the stall doors as the customer goes to the bathroom then talks on the walkie that everything is clear... i just witness this... is this a new protocol?

It is concerning how the company is handling remote work and RTO rules. In the same team, some people are working 100% remote while others with the same job have RTO. This is not fair or consistent. If people in the same roles are treated differently, isn't this discrimination, especially if any protected group is affected.

No problem with RTO, but the rule should be the same for everyone, including those hired remote. If not, everyone should have the same choice to work remote or RTO.

It is also unfair that remote employees get same pay while avoiding commute time and costs that RTO employees have to deal with. If this difference continues, pay should be adjusted to reflect it. Remote employees are tone-deaf in setting meetings when RTO employees are commuting.

This setup feels unfair and is causing frustration among many. The company should apply RTO fairly and equally to all employees.

Anyone ever get a DUI in a company car? What will happen, do you have to say anything? She hasn’t been convicted yet. Asking for a coworker.

Purpose: To enforce mandatory physical presence and ensure measurable, minimum value generation during all assigned work periods to maximize shareholder return.

1. Mandatory Physical Presence and Monitoring

All workstations are equipped with a Certified Occupancy Sensor and a visible Presence Timer linked to the employee's system. Departure from the seat before the Work Cycle reaches "Complete" status (Green) is strictly prohibited.

1. Value Creation and AI Productivity Metrics
   All digital activity is subject to continuous monitoring by Proprietary AI Productivity Tools (PAPT). These tools track and quantify:
   Activity Volume: The prerequisite amount of digital activity (e.g., keystrokes, application usage, meeting participation) required for the cycle.

Created Value: The prerequisite amount of measurable output (e.g., ticket closures, code commits, report finalization) deemed necessary for value generation.

1. Incomplete Work Cycle Protocol for Salaried Employees

If an employee fails to achieve both the Activity Volume and the Created Value prerequisites, the Work Cycle will be designated Incomplete (Red Status).

Salaried employees with an Incomplete Work Cycle will be required to immediately extend their workday until all prerequisite metrics are met and the timer reaches "Complete" (Green Status), regardless of scheduled end time. This constitutes uncompensated time necessary to meet core job requirements.

1. Mandatory Adherence Tier and Workstation Restraint

Any employee registering three or more Incomplete or prematurely terminated Work Cycles in a 30-day period will be automatically placed in the Mandatory Adherence Tier.

These employees must formally consent to the installation of an Electronic Workstation Restraint System (Seatbelt), which will remain locked throughout the work period.

Failure to consent to the terms of the Mandatory Adherence Tier and the installation of the restraint system will be viewed as a refusal to comply with mandatory operational policy and will result in immediate termination.

Authorized Release will only occur during assigned scheduled breaks, lunch periods, and one (1) pre-approved, ad hoc restroom break per half-day shift.

Most of my connect weeks, I rarely stay the whole day... I usually do half days and then leave when the office clears out. I work 12pm-11pm est and think it's ludicrous to be sitting on a floor with one other guy at 9pm lol.

I was just told by a friend at my office that his manager told his team you're not required to be in office if you work this shift, because half of the shift is when the office is technically closed. He said it's an actual policy but it's hush hush. Has anyone heard of anything like this? He has rarely gone into the office and has never heard anything of it. I have also never heard anything for usually leaving around 6-7pm est... knock on wood.

My manager is also very lax about the office requirement and just says to do what you can lol.

The severance policy is you are eligible for severance after 1 year of service completed. The formula is the greater of 12 weeks OR 1 week for each year of service + 4 weeks with a maximum of 26 weeks. So basically if you have between 1 and 8 years of service you get 12 weeks then add 1 week for each additional year. This is for Directors and below. VP's get 26 weeks, SVP's get 39 weeks (I believe) both after 1 year of service. But the majority of folks impacted are Directors and below I would think. This policy hasn't changed in the past decade maybe been in place longer.

Not my post though, see the original: @10vp+1jp883evs

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

MST home dispatch tech use and abuse company assets. They drive 100K-200K bucket trucks to their home and back to their home garage everyday. Big V8 6.3 L engines use a lot of gas and insurance on top. Also, with MST high pay and only have .5 job per tech a day per tech how is that saving company money and liability.
There are rules to follow when joining home dispatch program. Following the rules helps save gas and time and wear and tear on a vehicle used to drive to work and to home. But MSTs abuse this program from driving to the garage every day and dispatching at the garage. Making a stop at the grocery store to grocery shop in the company vehicle before driving home. Not closing your last job at the job site and instead, drive home and being still dispatched on your work ticket and then closing the job when you arrive home. I follow the rules, and I do not want the home dispatch program to go away because of MSTs taking advantage of the abuse. Also, MST managers are favoring many MSTs and letting the home dispatch MSTs do what ever they want. STOP ABUSING THE HOME DISPATCH PROGRAM YOU MSTs. You know who you are...

Curious what people’s opinions are with the new 4 day mandatory in office policy update. I get that it makes sense since it’s an office supplies company but there are plenty of teams that don’t even do 3 days now. Is this a ploy to avoid layoffs in hopes that enough employees quit to make up the deficit?

I was wondering if anyone who joined Oracle before 2018 and were on the accrued vacation hours system before the switch to Flex PTO, is aware that Oracle deducts accrued vacation hours each year during the company-wide Winter Break.

What this means is over time, any vacation hours saved up before 2018 would eventually go down to zero — and employees leaving the company now wouldn’t receive a payout for those previously accrued hours.

For those who joined after 2018, their Winter Breaks are fully covered without any deduction (because there's nothing to deduct). I’m curious if others have noticed the same.

If you were one of the people that did download the list, I received an email from Cybersecurity letting me know I broke policy by accessing sensitive information. They only asked to respond back to confirm any copies have been deleted, and if you distributed the list, to let them know where you shared it. My director was CCd on the email, but they didn’t think it was a big deal and moved on. There will only be action taken if you don’t respond to the email.

The combination of strict 4+ Day return to office AND hotel desking is the double whammy of bad news. Think one or both could die off down the road? A lot of companies are doing 3 days with assigned desks, which I feel is far more reasonable. Hate to think this is the new normal indefinitely…

Grades 20-26
0-3 years 3 weeks
4-5 years 4 weeks
6-7 years 6 weeks
8-9 years 8 weeks
(Add two for each up until 26 weeks)

Grades 27-28
0-3 years 5 weeks
4-5 years 6 weeks
6-7 years 8 weeks
8-9 years 10 weeks
(Add two for each up until 26 weeks)

Grades 29 and up
0-3 years 11 weeks
4-5 years 12 weeks
6-7 years 14 weeks
8-9 years 16 weeks
(Add two for each up until 26 weeks)

Hope this helps someone.

I live close to the office, no-one in my team is at the office and I find the noise of other people on calls distracting. I've been coffee badging for a few years now, it's worked out great, not showing up on reports.

The new 8 hours in the office mandate has me wondering if I can swipe and connect to the network twice on "in office" days, 8 hours apart and stay off the reporting? Has anyone done this successfully?

I know the policy, not looking for people to remind me of what I'm supposed to do...

Please?

What do you think about the new PTO policy. 80 hours of protected PTO for sick time, the remainder for personal time off. The total PTO remains the same. Effectively reducing personal time off to as little as zero or 40 hours (5 days) for newer hires.

Anyone know how long the lease is on the NYC campus? Just wondering how long the talent out there needs to keep commuting in, so many have expressed displeasure regarding the onsite requirements.

I remember being told prior to 5/1 that boxes would be sent to our laptops. I haven't received anything. I'm considering selling it. Who has sent a laptop back or can it be sold?

Yesterday I got called out for not working long enough at my assigned location by someone else who works there. They emailed my boss and told her that I am not respecting the "full intent" of the "How We Work" policy. Apparently I leave too soon after I arrive. WTF? Now we have the internal police force looking over our shoulders and counting the minutes we are warming a chair?

So I received an email that we are being sent employee badges soon. I have been work from home since Covid and haven't had an employee badge or reason to use one since then. No announcements about RTO either.

Cigna's Express Scripts set to shift away from PBM rebates https://share.google/8ogUab3CaPoKA38XB

The Group Chapter Leads (GCL) role is proving to be counterproductive in our tech structure. Many GCLs, often promoted from non-engineering backgrounds like production support or testing, lack the essential experience in software architecture and delivery needed to lead technical teams effectively.

Instead of providing value, the role primarily adds bureaucracy. We should consider eliminating this redundant layer and consolidating its responsibilities under the Group Squad Leads (GSLs), who are better positioned to manage teams. Even Scrum Masters currently contribute more to team velocity and project success than GCLs do