#policy

Got a nice letter from the Blue Death Star last night. "We feel your rising health care costs, inflation, blah blah blah" so we are increasing your wireless discount from 30%-50% but only if you have one of our "NEW" wireless plans. What the H$ll does that mean? No explanation included and online little help. Then "We also want all Retirees to have the fastest Internet so you will now all pay $30 a month going forward. I pay $10 now for 5 GIG the fastest plan. So Stinkey go retire like the VZ chairman so the stock can at least go up..........................

There usednto be an actual chart and I can't see to find it to see by grade, and years of service whatbthe amount of weeks your would get. Does anyone know where it is?

Some Retirees have received information about increased benefits ((wireless plans now 50% off)). The letter stated it’s all due to AT&T celebrating 150 years in 2026. Makes me think our COO ain’t leaving just yet.

Is WFS even taking the time to read people's requests for accommodations? They are denying people with no explanation. How many cases are being sent straight to the trash can?

In 2026, will HCSC offer a Roth 401k as the result of the Secure 2.0 Act, which requires catch up contributions for high earners be made only to a Roth 401k. Here we are in Q4 and I haven't heard anything yet. I believe if no Roth 401k option is available, then the high earner employee is not allowed to make catch up contributions. Curioyif anyone has heard anything on this from HCSC?

Has anyone heard anything? Apparently an email has gone out to leadership and it’s coming. If WF is implementing this, then it’s only a matter of time before we do as well.

Laat year we were promised a pay review every year at end of Q2, start of Q3. Although its just a review and at the end they can say they reviewed and we get nothing I wonder if they will honour the review commitment.

Has anyone heard anything about the hours we need to be in office for RTO? Is there a dashboard with hours?

… I’m clearing out my personal belongings and beginning to work with a couple of headhunters. I do not accept being lectured to in what is a violation of standing company policy to not politicize our workplace. This company, now aka Fox News Jr., no longer deserves me and my talent. I will no longer contribute to what it has become over the last several months. Everyone has their last straw and this was it for me. Only I have power over my work life. I do wish circumstances were such that we all, in unity, could walk out in a show of solidarity but I know that it’s not realistic, I understand we all have obligations. But for myself, I can at least start planning my exit. Wondering if this has affected anyone else in a similar way.

Anyone hear anything about remote workers? Have managers been given a chance to prove their position is critical or will all remote employees be let go Oct 28?

With the ill-received change to the 401k employer contribution*, I wonder how many people are waiting to retire at the first of the year so that they can get the 2025 contribution.

has anyone else gotten a “slap on the wrist” for reaching out to a director to talk about an issue? i was recently warned by my manager that reaching out to a director and skipping the order of management could lead to termination. isn’t this a bit much?!

Can a manager go to a union position before they retire to get union retirees health benefits.

Vacation policy updated effective 1/1/26. Xerox going to the dreaded unlimited* time off policy.

• Absolutely limited and now we don't have to payout unused vacation time upon severance or overworking you.

If this is documented in Teamworks or somewhere else, let me know, but does 4 hours of PTO still count as a day in the office? And if we take 4 hours on two separate days during the week, does that count as two days in the office?

Have any other UGH/Optum employees taken a look at the manager center return to office documentation they've provided on Sharepoint? It's an absolute joke.

There, you'll find such gems as how to maximize your RTO with "group flow, the state where teams work in sync with shared purpose and energy." As if this neo-hippy BS concept weren't silly enough all on its own, half the document where this is found (amidst the other documentation that is supposed to soften RTO, mind you) is spent talking about how to best achieve this mythical state while working remote. They seriously spend half of a RTO document talking about best practices for when you're working remote. Just one more sign that this RTO thing is misguided and half-hearted. Makes me think the people who say they are simply trying to force resignations are on to something.

Another document, designed to help address resistance to RTO, contains features such as a super Orwellian discussion of "understanding the resistance" complete with a creepy rating system that has these awful color codes and faces that are all frowny-sinister on one end and stupid-silly happy on the other. Each face corresponds to a type of employee and tips are given on addressing them. There's even direction on how to "build support for change" by "exposing employees in the neutral category to those in the active supporter category" in order to sway them. SMDH...

This is going to go over like a led balloon. I've already had a couple of contacts from companies because people I work with have used me as a reference in their job search.

I am frustrated regarding the company's return-to-office policy with a disparity in its application. Employees are required to be in the office at least four days a week, with consequences for non-compliance, while some Directors are permitted to work from home. I know three Directors who work remotely, one of whom was recently hired back to Ford, with the other two working in Chicago and California. The upper management should lead by example and adhere to the same policies, advocating equal treatment and respect for all employees.

To stop corporations from offshoring and H1Bing American jobs. Only one party puts America first. Supporting the current administrations agenda is our only hope.

Nobody can seriously believe that. The vast majority of employees, whether in the office or remote, have worked hard and responsibly, and that’s easy to prove. RTO was introduced for real estate utilization, control, and, most of all, as an attrition tactic. There are already studies showing it was designed to make people quit, a free way to reduce headcount. Even some managers and leaders have admitted as much during research. So don’t blame your coworkers, blame the ones making these decisions for the wrong reasons.

I go to the office, do my work, and then go home and forget about it until 9am the next day. No one bothers me, pay and bonuses are decent. I don't allow myself to be drawn into drama. I am here for a paycheck, nothing more. A common theme on this forum is you've allowed your lives to become a soap opera. Let go of the drama. AT&T doesn't care what opinion you have about Policy. They ignore employees, so just ignore the distractions they create. Focus on the paycheck. Let it go.

I’m interested to see how Belk will manage this situation. It was expected that problems would emerge due to reduced hours and a lack of adequate personnel to cover store operations, especially during closing hours. I applaud the associates who made the effort to report the incident while it was happening. However, I can't help but wonder if they might face consequences for their decision to involve law enforcement, given that employees are typically advised to refrain from intervening in suspicious activities. This policy seems to stem from the company’s fear of lawsuits associated with criminal incidents. It’s concerning that many might feel the company prioritizes its legal concerns over the safety and well-being of its employees. https://wyff4.com/article/armed-robbery-4-arrested-upstate-belk-easley/68819933

Hi folks, if we accept a job within the 60 day WARN period and start, are we still eligible for severance?

Honestly I don’t understand why everyone is being punished for people who are abusing the system.

Specifically asking for Engineers …

Who is likely to let go in next round of LRs?

Remote workers who can not come to office or H1B people based on new policy changes

When do self evaluation need to be completed? Are they worth spending time on?

So come November we have to do 3 days a week in the office. We must work together. Either a) none of us return to office or b) we all return at the office at the same times and really overwhelm the sites. The cafeteria can’t feed us all and there are not enough desks. What do you guys think

I know some people lurk here who have left HCSC. If you put in 2 weeks notice, do they usually just let you go?

OK. what I heard is that badging in and out will tell the tale. So is the IP info that your PC is sending (via their spy apps) will also confirm in vs. out. You folks - your time online is monitored. Keystrokes, activity, location of PC, etc. All are subject to reporting IMHO. In this case, they KNOW how much time you are in the office. Its down to things like, "oh but wait, I have to pick up my kids, its snowing!" or "um, my mom just had a heart attack, I need to be by her side", or frankly "your rules su-k, I'm not conforming!". Yep, they don't care. Really. 8 hours a day, monitored, and that is 3 days per week in IT. If you can't do it, you have to file an employee check-in with Workday. yes. its true. Sound like a punch card and time clock?? That's for hourly employees, right? But But But....uh huh. You professionals? Better clock in. NOW.

Sapience is installed on you computer. They can see every keystroke and URL you visit.

14% of the company has aligned to 4 days in the office, the other 86% said FU

i noticed somehow they rigged it so you can't print out the legal document or forward the email. Nice. I would love to know how they set that up. So if one wants to have a lawyer
look at it (probably futile). its Shakey, this packet has changes from the original one. they must be making it up as they go.

sigh.
You guys being here really does help. thank you

Anyone else not able to get admin rights? Installed new windows 11 version from windows and I can’t get administrator on my new computer, IT keeps declining.

I am a rehire and not updated in the system yet. Can someone confirm?

Has the delivery of product on carts been implemented anywhere yet? How has that been working out? Also curious about the overnight deliveries and being out of stores by 5am. Has this program started and how is it working?

Have a q: have some people been let go for not being in the office frequently enough (getting enough badge swipes per week)...

I've heard that there will be a PTO change coming since we acquired Cigna. There are too many state differences which means that some states will get more PTO than others because of the differences. Also heard they may let only those affected know. Seems shady if that's the case.

Curious if people have been termed for not being in the office frequently enough/ getting 3 badge swipes per week.

ADP doesn’t seem to enforce policies like attendance, punctuality, sick time day before or after holiday so is the # of days in office enforced?

If professional employees are going to be treated like children and have every second with fingers on keyboard and/or within the walls of the designated workplace tracked and reported, and those things will be used against them (and they will, even beyond the day/hour requirements, don't think they won't), they should at least be able to see their own swipe in/out and network on/off time (both in the office and remotely). "We know something you don't know" is a terrible practice.

Something to consider -

What this company is doing raises some serious red flags under employment law. When an employer sets rules that only apply to certain groups of employees—for example, requiring people who live within 30 miles of the office to come in while allowing those further away to remain remote—that can amount to disparate treatment or disparate impact discrimination.

Under federal law (Title VII, ADA, ADEA, etc.), employers can’t impose policies that unequally burden one group of employees over another unless they can prove it’s based on a legitimate business necessity and that there’s no less discriminatory alternative. By creating two classes of employees—one penalized for their proximity to the office and another exempt based purely on where they live—the company may be exposing itself to claims of unlawful, unequal treatment.

It sounds like 8 hours no matter where you are. In effect quashing the new policy