#policy

Can someone explain the new STIP policy? Former employee here looking to collect their bonus.

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...

When resigning are EM employees required to give 2 weeks notice? What happens if you don’t? Does it forfeit anything?

My director told me the other day that execs are only looking for a minimum of 45 days/quarter of in office visits. A quarter is 13 weeks which c ums out to be 65 business days. Which is basically 3-4 days/week and is also the same as what it was when it was optional 2 years ago. PTO and holidays don't count against you so, at least you can plan your RTO visits now. I sure af will anyways.

I also asked if they have plans on monitoring IN OFFICE time and he said no but if they ever do, then it has to go through legal and HR first, then be made an official policy.

FYI, those of you who are going in 5 days/week and working 8 hours IN office... technically speaking, your orgs execs can't hold you to being in office for 8 hours as that is not an official policy.

The policy is that they monitor badge swipes. There is zero mention of time spent in office, however. Heck, even my director told us with a wink to do with that info as we wish - aka badge swipe and go home, if you want.

Long story short, there is NO policy that demands ANY employee stay for 8 hours a day, or any set amount of time. Those of you who are, are being taken advantage of by your loser executives.

If an employee isn't at work that day, do they hold off on the notice, or just send it anyway?

Also, is the notice usually delivered by the manager, HR, or both—for both layoffs and terminations?

VP II here, or as they call it now VP.

I saw a SR VP position posted that was listed as a 'pipeline' position. They shouldn't list positions they aren't actually hiring for currently but I digress.

I applied to it and let the hiring manager know. We met. He told me he has a VP position that may be available soon too. He said they aren't allowed to hire internally if it's up a salary grade (promotion). He thought that it was a company wide policy but wasn't certain. The job is in asset servicing. Does anyone know more about this? The amount of positions available has been down a lot the past few years for SVP.

I am fully remote because the closet pulse point is over 2 hours away.
If I wanted to relocate to another state, but remain more than an hour (or more) from a pulse point, would that be permitted ?

Has the RTO threshold changed? I am outside of the 35 mile distance to RTO but learned today I am on the 2nd wave of teammates to RTO. I am 38 miles from a designated Truist office.

I noticed the 2026 in-office goal specified 3 full days a week. Did any else catch that? Has there been any clarification on what constitutes a “full” day and how managers will monitor and enforce that policy?

We’ve had at least two significant storms in the last few weeks, depositing 12-18 inches across the region. And a smattering of smaller snowfalls also affecting commutes.

What is the official expectation from corporate for weekly attendance when there is a snow day? No one has said whether we are expected to make up that attendance day later in the week. Seems logical that we wouldn’t have to, but there has been no official word and people are uneasy.

Moreover, even if we’re not expected to make up the day — will attendance tracking reports consider snow days, or will they hurt our average days in attendance?

I would encourage all Edward Jones employees to familiarize themselves with this term.

I heard a coworker, field level, who is on long term disability got the email that has went to all the fired folks. How the he-l is that legal? Technically they are not working beng on leave so how can they be expected to participate in that call. Seems super shady as usual. Hope she makes it thru but seems doubtful not sure if she took the call or not. This rumor went thru our group like sh-t thru a goose.

Has anyone tried to use WFA days in 2026? Does the system force you to input 2 consecutive days, and does Friday/Monday count? Thanks.

Anyone have any insider knowledge when the next (not so-anonymous) survey is happening?

HR seems to have free rein to push people out through PIPs now. You go from solid reviews to suddenly being on a performance plan that's designed for you to fail. It's their way of cleaning house without calling it a layoff.

I read somewhere that layoffs fall into different categories depending on the reason. Like head count cuts target lower performers, budget cuts go after expensive but replaceable people, and big tech rounds are more about politics. Division closures take out almost everyone. Does that match what others have seen? Just trying to understand the pattern.

Does anyone know why some Sr Manager and above still are WFH while IC has to come 3 times a week. Also, many IC are WHF upon manager and director approval even they are less than 50 miles. Not sure what is company rule.

Hi, about to Join ATT as a developer, what Ai tools does ATT allow?

I heard copilot, is that via VSCODE?

Hello, can someone in this group help me answer to this question please my life depends on it. I am hired as completely remote employee now with these new polices will I be removed from job if I choose not to go into office ?? My manger collected nearest Hub from my home which is 300 miles away and I have to turn my life around to make that happen meaning leave my freinds and neighbors everything that I built socially

Saw this on fishbowl. Is this true “Any insight into the changes involving
Leads no longer being allowed to have direct reports (unless essentially grandfathered in) and ADs no longer allowed to have Leads reporting to them? What else can we expect?”

No company is perfect.

But as a customer of Progressive for 26 years.

This is what sets them apart.

Excellent customer service overall, and recognition of tenured customers (clients).

Their website is excellent for customers also, my home; and auto policies; are both there.

If, and when; I need to call them; and need to speak to a live person; I am immediately bumped to the front of the line.

They also take care of my policy in regards to overall cost.

Not sure how State Farm does things, but wanted to mention.

Does logging into Cloud PC effect your time that is counted toward the 8 hour per day in office requirement? Have heard different things.

When do the people working from home have to report back to office.

What are your thoughts about workplace technology analytics being rolled out? What is that?

T minus 41 days, then it’s 4 days a week and 8 hours a day in the office, no ifs, ands, or buts. The directive from above is that WF offers a very generous PTO policy. In Risk, if SM gets her way, 4 hours of PTO will only be considered as 4 hours worked in the office. I’m still hopeful that 4 hours of PTO will be recognized as a full day in the office. I plan to use 4 hours on Mondays and Fridays throughout the summer, every week in July and August.

What about the new emails retention policy? Doesn't make any sense... Something traumatic is happening if they want to erase everything

belk corporate wants to make pto as difficult to take as possible
that is their goal.
now managers have spoken up about it.

This is apparently company wide, according to the "incentive programs & policies" sparq page.

Thank you, AI - I missed this somehow.

Omar Abbosh's £13m "golden hello" (announced Sept 2023):
A massive one-time buyout package in cash + restricted shares to compensate for what he "lost" leaving Microsoft. On top of his £1m base salary, up to £3m annual bonus, and huge LTIP grants. Pearson's own announcement framed it as "consistent with the 2023 remuneration policy" shareholders approved earlier that year—despite nearly half rejecting the prior CEO's package. Shares dropped ~5% on the news, and outlets like Reuters called it "baiting shareholders" while the company was still restructuring.

Severance policy gutted in 2023: Right around the same time (mid-2023, effective June 15 for some legacy plans like the old National Computer Systems severance), they terminated standard US severance benefits. Hit hard during layoffs—e.g., the former Pearson Online Learning Services (POLS)/Boundless Learning unit axed roughly half its staff in Aug 2023 with zero severance, no PTO payout, abrupt access cutoffs. Long-timers got nothing. Execs acknowledged in town halls that changes (like losing Maryville University contracts) were planned for months, yet rank-and-file got the short end while the new CEO rolls in with kingly compensation.

It's textbook "rules for thee, not for me"—workers lose protections and get zilch during cuts, but the C-suite gets multi-million welcomes to "lead the transformation."

Things I learned today. We have 3 employees with a FTO designation. Never once been to the office in the 19 months since it was mandated for us. They say the RTO mandate was never intended for them. Their lives have been more difficult and they've faced more challenges than the rest of us. It gets better. They are part of some loose knit group who conveniently believe minority women cannot be their best unless they work from home. It's important for their children to see them as they set the standard for their coworkers. I have questions, but the most pressing is, how is it I get warned twice about a 15 minute blip on the presence report, and this concerted effort to thwart RTO exists for 19 months? Make me understand.

They have changed the presence report again starting February. Any insights into what they are tracking and reporting that is new. I reached out to my supervisor, but he did not have details on the changes.

If you haven't heard the latest... if your employees do not show up to work it will result in your termination. If you want to stay... God knows why.. step down as a manager... if you are on your way out watch yourself and your employees like hawks. They're beginning to clean house after this round of notifications

Does anyone know what is the policy for Severance pay in Texas and if/how it is tied to the number of years of employment?

Thanks

Hearing from various high level people that soon all LOBs will force employees to make sure their 8 hours in the office are during core business hours such as 8 to 4 or 9 to 5. If you come in 6 and work until 2, they won’t allow it going forward. They want to align all LOBs and make sure everyone is working same hours for better collaboration and synergies

I don’t want to post this but we’re not getting any answers at the store level. What is the protocol if ICE comes into a store? What do we do if customers get caught in the middle and get hurt? I have customers that ask me almost every day and I don’t know what to say to them.

https://www.businessinsider.com/tiktok-is-planning-a-big-return-to-office-rto-push-2025-12

Current Severence policy not accessible online! Can someone else check? Policy might be changing...

Target’s latest bid to win back shoppers is leaving customers and workers deeply uncomfortable.

The retail giant rolled out a new in-store rule late last year requiring employees to smile, wave and greet customers based on how close they are standing.

The policy, internally dubbed the “10-4” program, has triggered backlash online from shoppers who say the forced cheer feels awkward and invasive.

https://nypost.com/2026/02/07/us-news/targets-forced-smile-policy-sparks-backlash-amid-sales-slump/

I know a few folks who are still working from home all five days with zero consequences. What makes them so special? Why do we have to honor the official mandate and they don't?