#policy

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.

Let's say I am implementing a system over a weekend - we'll not just me, I am working with consultants and a bunch of our folks. So, I go home at 3AM. If they were to ask you to show up tomorrow at 9AM because of the RTO rules - I guess that's a fairly messed up logic

Comments here say a rolling inoffice average may afffect ratings or promotions, but vacation time is added to the data later. One senior person said they could not access their teams dashboard. If this number matters - employees should be able to see it, check for errors, and know how leave is counted before reviews are decided.

Has anyone been shown their own average or a written policy?

Does XOM has a minimum active-service requirement for annual performance assessment in US?

WF's employee privacy notice, revised June 2026, reserves the right to monitor email, chats, calls, video recordings, internet use, office access data, computer activity, and CCTV — and says AI may be used as part of monitoring.

In plain words: "You should not expect privacy," including on your own device under BYOD policies.

WF is also among banks trialing AI facial recognition to monitor employees and customers.

Source: Wells Fargo Employee Privacy Notice, June 2026; OECD.AI.

The irony of working for one of the largest health insurance companies in America while watching our own healthcare benefits become more restrictive is unbelievable.

With our 2027 medical benefits, Anthem/Elevance Health is directing employees toward Marathon Health. Employees who want to continue seeing their own trusted providers are facing the prospect of significantly higher costs.

Let that sink in. We work for a company whose entire business is health insurance, yet we’re being pushed toward a particular healthcare provider arrangement rather than being given meaningful, affordable choices for our own families.

What happens to employees who have longstanding relationships with specialists? Families whose children have established doctors? People managing ongoing medical conditions who don’t want their care disrupted because of their employer’s benefit decisions?

Healthcare affordability and access are major national issues. Yet who is examining what happens behind the scenes to the employees of the very companies making decisions about healthcare coverage?

This deserves scrutiny beyond an internal HR presentation.

I’d be interested to hear from other Anthem/Elevance employees about how these changes will affect their families.

Perhaps it’s time journalists started asking what healthcare access and affordability actually look like for the employees of America’s largest health insurers.

For those currently working remotely who decline the VBO, when will they have to start coming into the office 5 days a week?

There’s no office in my area, so which offices would people like me be expected to go to?

Thoughts/prayers?

Seeing a lot of variation: some groups on 3 days, many on 4, some exempt roles on 5 — seemingly at manager discretion. Plus badge-in to badge-out 8-hour tracking, week by week.

What's your group on, and has it changed this year?

I’m trying to understand the company’s policy and process for potential conflicts of interest in hiring. If a software lead hires their spouse onto the same team, is that allowed under our policies? Are there requirements for disclosure, independent hiring decisions, or safeguards to ensure the process is impartial?

I’m not looking to identify anyone or make assumptions about a particular hiring decision. I’d appreciate guidance on where employees can find the relevant policy and which appropriate channel can explain how these situations are handled.

I’d keep the post free of names, team details, or other information that could identify the people involved. Seeing both people still at work doesn’t by itself tell you what review or decision may have taken place.

What will say? Will it include a new RTO policy?

Been hearing whispers of an increased focus on dress code. Then a subtle link to the appearance policy in an email this morning. Curious how much more this sadistic hr department can tighten the sc--ws.

I am currently sitting for another install to complete PROD normal validations so our cutover can start that'll go through the night. Still have to go in tomorrow morning at 7:30 to be able to find parking.

No, you all don't understand what technology has to go through in order for these systems to stay up. I am not alone, there are dozens on this install.

No, we won't get comp off or don't work in shifts like EI support who have Ireland or India shifts.

I am at a place where even after working for this company for 12+ years now, I want this to be picked up by the news and how inhumane Fidelity's work conditions are.

Yes, this happens multiple times a month and is not a once a year event. So, you want good people to go sit in an office chair for 8 hours to "comply" with a policy but not hire extra people to work after hours?

No, there's no extra time or 1.5x pay for full time employees. You all know what's happening with salary hikes, bonuses and profit sharing this year

Venting over, back to the install.

Having trouble finding it in ComcastNow, workday, or anywhere else.

My director just met with my group about attendance. Seems the 25% minimum in office per your requirement is going to 50%. Not exactly sure when. Also, they are on to people who badge in and immediately leave. I heard some offices require you to badge out. More good times here.

Public debate often blames H-1B visa holders for lowering wages and taking jobs. But the visa holders aren't the problem—America’s broken corporate consulting model is.

The H-1B program was created to bring top foreign talent to the US. Instead, low-grade staffing agencies use it as a cheap labor loop that hurts international graduates, foreign workers, and American citizens alike.

1. Skill Misalignment and Wage Exploitation
   Jobless Graduates: Thousands of foreign students graduate from accredited US universities every year with legitimate degrees but cannot find visa sponsors.

Exploiting the Loophole: Low-grade staffing agencies import workers from overseas often with exaggerated or unverified credentials who are willing to take sub-standard pay. Usually jobless US citizen's and Jobless graduates also fall prey to this loophole.

Modern-Day Dependency: Because these workers rely entirely on the agency for their legal visa status, they cannot negotiate fair pay or leave easily.

1. Middleman Corruption and Kickbacks
   Third-party consulting creates loopholes for unethical practices that undermine merit-based hiring:
   Example: An H-4 EAD visa holder (dependent spouse) started his own staffing agency to sponsor H-1Bs. To get his workers hired, he secretly paid hiring managers a $10/hour kickback per worker directly into foreign bank accounts.

When hiring managers profit off middlemen cuts, skills no longer matter only the middleman’s profit margin does. When hiring a Foreign worker the hiring manager's foreign accounts has to be checked for any additional deposits.

1. The Inverted Purpose of "Consulting"
   Historically, consultants were hired for short-term (3–12 months), highly specialized skills and were paid more per hour than full-time staff.
   Today, corporate America has flipped this model:
   Permanent Roles: Companies use contractors long-term to avoid paying benefits, 401(k)s, and severance.
   Cheap Labor: Instead of paying a premium for special skills, companies use consulting firms to undercut standard employee wages.

2. Two Simple Policy Solutions
   To fix the system, America must reform third-party consulting rules:
   Require Direct Employment: H-1B holders must be full-time, direct employees working at the sponsoring company’s office—not placed at third-party client sites. This eliminates middleman "body shops" overnight.

Set Premium Pay for Contractors: Require contract roles to pay significantly higher hourly rates than full-time roles. If consulting becomes expensive again, companies will stop using contractors to lower labor costs and focus on better hiring practices.

1. How It Directly Harms American Citizens
   This corrupt setup impacts everyone including US citizens.

Personal Experience: During a recent job interview for a full-time role, a hiring manager contacted me off-line.

The Deal: He asked me to work as a contractor under his friend's staffing firm instead at the same pay rate so he and his friend could take a cut off my hourly wage.

The core issue isn't foreign workers. it is a corrupt consulting culture that extracts profits from workers to enrich middlemen.

If you were hired externally, your vacation service date may not match your interpretation of your offer. It isn't visible in Workday, so you won't notice a discrepancy unless you ask.

To check, submit an HR ticket and ask them to look up your vacation service date and how it was calculated. Then compare it to what your offer letter or recruiter said about crediting prior experience.

The vacation policy was updated on April 1 this year to better align the offer language with the years credited, so if you were hired before that date, it's worth confirming which version of the policy was applied to you.

https://www.newsweek.com/tech-company-barred-from-green-card-filings-amid-h-1b-visa-crackdown-12583659?utm_term=Autofeed&utm_medium=Social&utm_source=Facebook#Echobox=1792257353

https://www.newsweek.com/tech-company-barred-from-green-card-filings-amid-h-1b-visa-crackdown-12583659?utm_term=Autofeed&utm_medium=Social&utm_source=Facebook#Echobox=1792257353

Who here has worked at both companies? Has anyone been told if they will get tenure for both combined?

I know it doesn’t take too much time in the whole scheme of things but why would we have another mandatory training/exercise this time of year? Didn’t we just do this?

Looks like the remote work exceptions need to be justified again. Based on the timing; my guess is that it will impact comp and potentially add to the list of candidates for upcoming layoffs.

Is the 60% being altered in anyway? I keep hearing people in office on calls talking about rto, office, etc? Is there something else coming down?

Does anyone else deal with inconsistent RTO expectations within their team?

For example, some employees are expected to be in the office from 9 to 5 every day, while others regularly use 2–3 hours of sick leave each week to avoid meeting the full in-office requirement.

Some employees seem to receive exceptions or waivers even after exhausting all their sick leave and PTO although they do not qualify for any sort of accommodation.

I understand that individual circumstances may vary, but shouldn’t RTO standard or expectation be applied consistently across the team?

Curious if anyone else has experienced this and how their management handles it.

State Representative John Roth has introduced a new bill to safeguard unemployment benefits for seasonal workers. House Bill 6420 aims to amend Michigan law to include weather as a valid reason for waiving job-search requirements during temporary layoffs. This legislation acknowledges the unique challenges faced by weather-dependent industries and their employees. Business owners have expressed support for retaining their seasonal workforce. The bill has been sent to the House Committee on Economic Competitiveness for review.

Michigan

https://gophouse.org/posts/rep-roth-introduces-plan-to-protect-seasonal-workers-during-temporary-layoffs

Most of the people I see left are either old timers waiting it out for retirement who remember when WF used to be a decent place to live and hate it here or people who would desperately like to leave but can’t find a job and hate it here.

Based on who I’m seeing hired I don’t think Wf is a exactly destination for top talent and most of the people leaving are the ones with better options so you’re only left with the ones hating their job. Sounds like a great culture right?

Has anyone else found themselves using more PTO or personal days since the new policy eliminated back-to-back WFH days? I’ve had to take more time off lately for unexpected personal matters—like caring for a sick child—that I used to be able to manage while working from home

Is anyone familiar with this process and what circumstances in which it is used? Is it done solely if your job is eliminated? Not necessarily due to a performance issue, but if the job function is eliminated? A google search provided that it is a 30-60 day window in which you are paid your salary by BofA to search within the bank for another position. No one I talked to seemed to be aware of it and didn’t know anyone who had been a part of this policy. Thanks in advance.

Just when it couldn’t get worse. Meanwhile, some in the C Suite have probably never been inside a Humana property.

Anyone have any insight for the new mile radius for the hybrid employee ??

What is the policy about it? A tm in my store does it all the time. Also, the tm is one of the favorites. So nothing has happened. Yet.

I would like to see an audit of the miles expense leaders are claiming. The policy states you must deduct your miles from home to your Report location.

Hope you haven’t been submitting miles for your local commute.Report your directors and Sr managers if you know something.

https://spectrum.ieee.org/h-1b-visa-us-government

Welcome to the 5 days a week club staring in January 2027

Store ops just confirmed they're no longer flying remote people in for HQ core weeks so either they don't get to participate or virtual only. Looks like they plan to fully RTO 5 days a week by Q3 2027.

Has anyone else heard of other pyramids doing RTO?

If you get two and booted out, do you get your severance if you have long tenure?

Just a general thread. We seem to like/dislike the topic very much.