#policy

If anyone hasn’t noticed yet, leave allotments in workday now have a “approved bank” amount where it looks like it’s being propped for an accrued PTO type of situation. Rumor is that other benefit changes, such as our unlimited PTO and overall flexibility is going to change for the worse.

How does the hour tracking even work? In Minneapolis there’s a “site leader event” outside so does that mean if we attend then we need to stay longer since we are leaving the building ?? Or is it just based on your last active timestamp? This RTO tracking is becoming ridiculous. We are not children!

Increase of days? Same schedule?

How many hours is that exactly? 6,7,8,8.5? Are they trying to keep this vague on purpose?

Forced to give me 90 days warn
I got job starting week after warn ended
You built policy saying no 401K match or bonus due to effective dates. Lol
Now you get to eat my 30 weeks of severance

Your dirty policies failed. Nice try no cigar.

So far my manager has not set an 8 hour requirement . I am in the office 6 hours but who knows when that will change….

Are RTO just corporate offices they are looking at or any sales agency/clinic location?

Let's turn back the clock a bit. Around ten years ago Dell laid off a lot of long time employees. Employees who had worked for the company for 15 years or more. As you would expect after 15 years, these were very well paid employees across all skill workers.

Dell was still a growing company and could have offered other roles to these employees. However Dell let them go. Needing a wealth of new employees Dell turned to India and the new hires received the kind of lower wages that new employee (performing the same job) would get as opposed to a long time employee.

Now here we are in 2025. Those H1-B hires are now in their tenth year. Through annual raises they are now a bigger hit to OPEX. Now comes Trump's new H1-B policy. So now Dell gets to layoff veteran and costly H1-B and blame it on the new H1-B policy. But now they simply run the same gambit of laying of veteran employees for new lower paid replacement and look innocent free.

It's like in that movie The Sting. Never let your mark know they were stung.

The robotic and daily repetitive nature of pushing Centerwell Pharmacy enrollment and the talking points is abnormal. If I didn’t know better, I would think Blagg was AI. The only response is a blank face and talking points. Daily call back delays. But wait! Talking points! Emails every day -talking points. Meetings to repeat you guessed it talking points. All the talking points in the world will not fix that CW pharmacy su-ks A-S and no one wants to use it. Why not eliminate it and save that money instead of spouting some bs that it prevents hospitalizations. PDMRs prevent hospitalizations. Not inept mail order pharmacies.

They are not ready for 10/1

My group wasn't told this, who said this? I have most my calls from 6am to 10am with people in India. Do they expect me to get up at 4am to get to the office by 6am to take these calls? It's not going to happen, and i don't like threats. A word of warning to management. You track this stuff, you now have discoverable data that any outside law firm can get a court request for.. They will love to slice and dice that data to see different classes of workers doing different hours. Law firms love suing big banks for stuff like this, and with data like this, its a gold mine.

There is a significant lack of diversity within S&T. A simple visit to the 4th floor of the Plano office makes this clear — over 90% of employees appear to be Indian, with very few White, Black, or Hispanic employees present. On nearly every call at PepsiCo, you will find at least one Indian participant. The representation is not just high — it is overwhelmingly disproportionate.

A close friend of mine, who was laid off by his Indian manager last year, shared that many Indian managers predominantly hire other Indians, leaving candidates of other ethnicities at a disadvantage. In my own experience, I have yet to see an Indian manager leading a team where more than half of the members are non-Indian.

This raises serious concerns. The numbers don’t lie — the pattern is clear and consistent. Such hiring practices undermine diversity, equity, and inclusion efforts, and create an uneven playing field for others. It also gives the impression of exploiting the H-1B visa system, which further skews fair competition in the workplace.

So the guidance is that you need to work a full 8 hours but should still feel free to pick up your kids or attend medical appointments etc? I literally asked what happens if it’s snowing and I need to leave a little early to pick my kid up before school closes or my kid is sick and I need to get them and the answers was find a way to be here 8 hours/ find another day to come 8 hours or you risk being ‘noncompliant’ which may impact your performance LOL so the real answer is that the RTO guide that was sent to managers is straight up BS and there is zero flexibility for unexpected events. Feeling so tired of this company which I’ve foolishly worked hard for all these years. We are truly unappreciated and disposable.

I knew Billy would virtue signal. Hey Billy you don’t have to meet the revised lower emissions. You can keep the Biden emissions. No one will stop you or fine you. Toyota loves Billy

https://www.detroitnews.com/story/business/autos/ford/2025/09/26/ford-urges-modest-epa-emission-standards-to-end-regulatory-whiplash/86347400007/?gnt-cfr=1&gca-cat=pp&gca-ds=override

The facts are WFC is using this site to drive a narrative and fearmonger. The Schart does not keep his word. Employees need to STAND UP BOMBARD THE DOL, Regulators, POLICYMAKERS, AND FRIENDS. Report all the nonsense you are experiencing.

Remember ALL YOU SALARIED EMPLOYEES , IT IS ILLEGAL FOR THEM TO DICTATE A SALARIED EMPLOYEE’S HOURS IN OFFICE. STRAIGHT FACTS!!!

Stop letting them treat you like high-school kids. You are professionals. Only thing that wells ever did good qas exploit loopholes since THE Schart joined. This company has become unamerican.

PS, don’t accept any awards. The Terms upon acceptance could be hiding things like how the bonus is paid out etc.

You are professionals, make them treat you like one already.

Truthful comments solve problems. Businesses who spent time zapping away the truth only cheat themselves. Be open to both negative and positive views.

Has anyone ran into the issue of the rigid RTO and ADA accommodations for a condition where remote work is warranted?

How does the process work?

When did it start? And how does the reporting actually look?

It’s a 100k one time company fee for new H1Bs. This won’t affect existing H1BS. Theres like over 100 thousand of them already in the country. And they can just renew it. 100k one time fee is NOTHING for a company like Fiserv. They’ll probably just continue their same song and dance and continue to exploit America and the American people.

It is coming folks

Did other locations get meetings invites for relo?

5 day rto is brutal for families with kids. How r u surviving this.

This is crazy. 3 day is understandable. 5 day is torture.

I’ve been trying to figure out how to drop off kids work 8 and pick them up. With no notice this is ridiculous. So I think my option one day a week is to drop them off and then head back into the office in the evening and sit there. So do the reports just so first in. And last out? Do they calculate gaps? And don’t play the curse on you because you have kids or pre-Covid . This was never a problem before because I always get my work done, work late if needed and am an adult.

https://www.lightreading.com/broadband/at-t-s-copper-retirement-plan-plows-ahead

I'm seeing some people's location as home based and remote. Does that mean they actually live over 50 miles away from a hub or branch and considered remote?

Trump wants manufacturing to Intel or GlobalFoundry?

Can Intel manufacture really make any for US companies? on 7nm, 10nm, 14nm?

Both dems and reps are talking about reforming the visas.

Everyone knows it is hot garbage.

The end is nigh.

Create a problem (mandated time in office), then waste inordinate amounts of time, energy, and money developing the solution.

And before anyone wants to spout off about a return to pre-pandemic conditions, I would like to say that before March 2020, I could work at home any time the need arose. My hours, my location, my badge swipes, my IP address weren’t being captured for purposes of senior leadership developing a better mousetrap.

Companies in the death throes of trying to stay solvent by cutting expenses often turn to Unlimited PTO as a cost saver. You don’t accumulate PTO, so it never needs to be paid if you leave. Rather, every PTO day becomes a negotiation with your manager. The end result is always less days off than you would have received otherwise. Is this coming?

Recent proposals for a 100% tariff on imported branded and patented pharmaceuticals will likely increase costs for Express Scripts by raising the acquisition price of dr-gs it manages.

As a pharmacy benefit manager (PBM), Express Scripts' business model depends on managing dr-g costs for its clients, and the tariff would disrupt its negotiations and supply chain.

The specifics of the tariff proposal, announced by former President Donald Trump in late September 2025, suggest the following potential effects on Express Scripts:

Higher dr-g costs: Express Scripts' profitability comes from its ability to negotiate rebates and discounts with dr-g manufacturers. The tariff on imported patented dr-gs would significantly raise the base price for many brand-name medications, potentially undermining or negating any savings the PBM can achieve.

Negotiation challenges: The tariff could dramatically alter Express Scripts' negotiating power with foreign pharmaceutical companies. While some large manufacturers may absorb the costs in the short term, they would likely seek to pass increases to PBMs and insurers over time, which would then affect their clients' premiums.

Supply chain disruption: The pharmaceutical supply chain is complex and global, and a 100% tariff could cause major disruptions, especially for specialized or critical medications. A dr-g shortage, exacerbated by a tariff, could force Express Scripts to direct patients toward more expensive alternative medications, further increasing costs.

Reduced competition: Generic dr-gs are excluded from the tariff, but the cost for generics could also increase, as manufacturers with thin profit margins may exit the U.S. market rather than pay the new import tax. This reduced competition could also remove a tool Express Scripts uses to keep costs down.

Uncertainty and potential for industry adaptation: The full impact is not yet clear. The tariff includes an exception for companies that are building manufacturing plants in the U.S., which has already prompted some manufacturers to announce domestic investments. If many manufacturers adapt, the long-term impact on Express Scripts could be different from the immediate, short-term price shock. The PBM will have to adapt its strategies to address these changes.

For Express Scripts, this situation creates significant risk by driving up the very costs it is designed to manage. How it adapts will depend on the final implementation of the tariffs, the response of pharmaceutical manufacturers, and the extent to which higher costs are ultimately passed on to its clients and consumers.

HyVee is a lost ship at sea these days. It’s the blame game now. Hyvee leadership has failed for 10 years now. They blame the stores for failed business ideas and policy when it was VP and CEO that forced these ideas on stores. Remember when HyVee had autonomy? Now they run it from the top and that has failed. HyVee used to be the grocery store chain to work for but these days it’s just another sub par company in the retail sector.

Was told in a meeting yesterday that the 8 hour in office mandate was only for team members located in the USA. For team members in India, Philippines and other countries it was up to the manager.

Seems discriminatory and arbitrary. I've never seen anything in writing though. Would this be in the handbook?

Tell me about the great new FTO policy and tell me to use my month of PTO right before you lay me off. You knew this was coming. Hope my small contribution to your balance sheet helps because it hurts me tremendously. What a low, low, awful thing to do to your (former) employees. Glad to be gone. Pay attention NetApp employees, they do not give a #$#@ about you or what you sacrifice.

APEGA records, pay stubs, etc. You never know.

Who is really running things there? Why has neither HR or ethics and compliance team taken any action?

Why was this not posted on WARN?
From the Illinois WARN site: Illinois WARN applies to employers with 75 or more full-time employees (excluding part-time workers) and requires employers to provide 60 days advance notice of pending plant closures or mass layoffs.

A “mass layoff” under Illinois WARN is a reduction in force at a single site of employment that is not the result of a “plant closing” and results in employment losses during any 30-day period (or, in some cases, during any 90-day period) of 25 or more full-time employees if they constitute one-third or more of full-time employees at the site, or 250 or more full-time employees.

This would seem to fit the description and require notice. Is HCSC non-compliant?

Stop using company computers and connections to post on this damn page. Everyone has googled HCSC layoffs and ended up here. There is zero expectations of privacy on a company owned device.

Ya might as well walk yourself out if you dont think they are looking.