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What can I say that would resonate with you on moves we’ve made this week on change in our policies?
Would you take PIL when we NSI you because you don’t want to be living under constant pressure that you are more NSI away from being pushed out? Or would you still try PIP.
NRE coasters, what are you thinking ? Are you finally going to focus on your main job rather than building alternative career as a “Coach”
Clearly the next step will be to either:
How many hours does an individual need to stay in the office to count as a day?
Does anyone know of any formal policy that prohibits employees from bringing a walking pad (electric treadmill) to campus to use under their desk? I have a dedicated spot, so no hot desking involved. Or is this a classic situation of “ask forgiveness, not permission” ?
Go into your online profiles if you work there and update your preferred names, policy is policy.
A lot of office workers in India and the U.S. have been laid off recently.
But somehow there are still plenty of remote workers sitting in Dublin, Ireland. Why is ESG management holding onto them? What kind of justification is being made for keeping these roles?
From what I can see, most of them don’t bring anything special to the table. I’m not seeing strong skills in areas like reverse engineering or development. Honestly, it feels like teams in India or the U.S. could take over that work and do it better.
So what’s really going on here? Is ESG management going against company policy? Or do these people have connections with upper management? A lot of them seem to be legacy folks from the old Symantec days.
Be ready for change
Figure it out yourself it seems. Can’t even provide a live month to date view of what did or didn’t count so we can course correct. can’t clearly explain how to ensure our days do count. Cant tell us what months count in the rolling 3 months, surely can’t be anything prior to today and this new tracking system. Can’t provide a target of in this month x number of days (pre-adjustment) for next month or the future. when a week straddles 2 months we need to go in more than 3 days??
Today in the office most people spent more time putting together tracking files for themselves and this new messaging than the jobs we were hired for because this convoluted tracking system that only cares to show you historical data after the entire month has ended.
I struggle to understand how compensation for the year can legally be tied to RTO push that has ever changing tracking methodologies.
How can this be a goal in the system when the goal is clear as mud? Why does the goal keep changing?
I do not understand.
A standard work day is 8 hrs. Why all of a sudden are people so stuck on 6 hrs in the office? Shouldn’t it be 8?
Since when have we ever had a 6 hr workday?
Some teams, not everyone is being limited to only 25 days of PTO and SICK combined which is not very nice. Other teams still retain the unlimited PTO policy. The Employee handbook does not talk about this at all and it says it's a "Flexible" policy with no time accrued.
It is very unfair that some Directors are forcing their managers to tell direct contributors that they cannot take more than 25 days off a year.
I have been moved around between a few teams in the last 2 years and in all of them we were capped. My current team is also capped at 25 days.
Anyone else?
This is by far HCSC’s biggest and ugliest April fools day joke ever! They already had the list of employees they were sending home. Just send that sh*tty email to them and leave the rest of us alone in peace. Thanks for caring about your employees!
Got this on good authority. I've been under the 4 days a week RTO since they went to it. 3 days was all I was willing to do.
Have a friend in an high place that warned me of a layoff on Monday for anyone that hasn't complied. I need my job.
Since T states in their mandatory privacy courses that they comply with California laws, they may want to check out some of these.
State-Specific Protections (Example: California)
California provides some of the strongest protections through the California Privacy Rights Act (CPRA):
employeesfirstlaborlaw.com
employeesfirstlaborlaw.com
Disclosure: Employers must disclose what data they collect and how it is used.
Right to Access: Employees may have the right to access and correct the data collected about them.
Retaliation: Employers are prohibited from retaliating against employees who exercise their privacy rights
Is the “Rule of 60” used to pay out the full year’s PTO (ie, instead of only what’s accrued by separation date) simply age plus years of service greater than or equal to 60? Asking because the “Leaving Citi” document also includes being at least 50 years old and having five years of service in the criteria for Citi retirement health plan eligibility, where the Rule of 60 is first described (ie, someone 45 years old with 15 years of service wouldn’t be eligible). In the section addressing PTO later in the document it only references the Rule of 60 without defining it. So now I’m confused. Can someone from HR please clarify?
The impending policy is anti-working mother. It hurts us. Thought up by men who don't need to consider flexibility and the consideration of kids off from school, teacher workdays.... So the other Friday when school was called off for weather in Charlotte and most moms had to scramble for childcare or work from home, under the new policy we would need to make decisions about the following Monday so that we would not get penalized. It creates stress and complexity for no reason other than to fill seats. It's a reality that working moms take the brunt of childcare and with school usually being out Fridays and Mondays for holidays (scheduled not even due to weather), this new policy makes us decide to get penalized by Bank of America or leave our kids home alone. Let alone no raises to care for raising childcare rates and now removing our ability to be flexible to care for family. Way to go Bank of America.
There has to be some sort of payoff, some sort of scam for this to be even remotely plausible. Literally everyone I know at Cisco is either unhappy or miserable. They may smile, say all the right things, but that’s to keep the bills paid. And the misery is directly related to the absurd decisions made by “leadership” who have no business making any type of decision or policy.
80% colocation target
New Texas SNAP Rules Now in Effect, Candy and Sweet Drinks No Longer Covered
Starting Wednesday, April 1, 2026, Texans who receive SNAP benefits can no longer use them to buy candy, drinks with artificial sweeteners, or beverages with 5 grams or more of added sugar under new statewide restrictions.
I’m for ending Summer hours to increase stock value. There will be a morale hit and some grumbling and attrition. But the employees will adjust.
As the Alphabet soup continues to do mini layoffs to avoid UK government thresholds.
Looks like they will pick out people that work remotely, going as far to include peeps working 2 days a week from home.
There is too.much supply vs demand, one way to fix this is to cancel h1bs right away
For instance, if somebody is getting paid for the next 60 days but not required to work, can they start somewhere else immediately or not?
Local American professionals are in surplus and jobless but we are paying more in visa fees instead of hiring people from here. Non-American managers prefer to hire non-American staff working here in the US, where Americans must be considered first. I cannot believe companies are unable to find people to do the job, there are folks here with even better skills.
I see so much confusion about WARN notice on this board:
The WARN Act applies to employers with over 100 full-time employees who are planning a mass layoff at a single site of employment.
So if you are (or were) WFH, WARN does not apply to you. (unless you have a hundred coworkers as roommates in your house)
Any idea why they advertise “unlimited” paid time off but make it nearly impossible to use it? I came here from a prime, where I had more accrued PTO, which I could actually take, even though it wasn’t labeled “unlimited.” Here, I get much more pushback and scrutiny whenever I try to take time off. Really wish I hadn’t made the move.
Has anyone else ever received an email from Business Technology Solutions that it's time to replace their laptop? The email is from Centene Laptop Refresh Program.
No one else that I know (not even my PL who has been there longer than me) has received this email or replaced their laptop if it was functioning properly. My laptop is working just fine and this will just be one more hassle that I frankly don't have time to deal with. Does anybody know what this is about?
For people selected? Or there's something more nefarious hiding behind it? I really hope they'll eventually explain what it's all about.
Are you guys allowed to use Cursor + latest LLM models to code?
I read on another thread that individuals have up to 30 days to update their RTO days if someone mistakenly missed putting in a WFA/PTO/Sick day. Is that written anywhere? Is this new?
I was let go in 2025 and one of the reasons was that I did this, even if it was inadvertently.
I’m just curious if this is in writing anywhere and when in was put in place. If someone could send me the policy if it is indeed included, it would be greatly appreciated!
Thank you!!
Does anyone know the process for a company car that’s been impounded as part of an investigation? I am assuming it will be kept as evidence in a trial yet to be scheduled. I don’t believe the state crime lab will be through their investigation anytime soon, so I’m going to have to come up with some sort of reasoning for keeping the vehicle so long.
6-Hour Minimum Requirement for In-Office Time
Effective immediately (although April 1 is a start date)
Reporting will look for 8 hours but minimum is 6 hours
No exceptions (unless people are out of office for sick time, vacation, approved leave, etc.)
You can’t extend the hours throughout the week; it must be a minimum of 3 days/week, 6 hours/day
Absolutely no gaming the system — anyone caught doing this will be terminated immediately
New Info
No announcement will be made
Applies to every employee even if their management hasn’t told them about it
3 full days/week does mean 12 days/month, although 11 still meets the 90%+ requirement
Reports have already been sent to level 4 leaders for where things stand today
Minimum of 6+ hours in office does not mean people only have to work 6 hours/day
Entering it in Workday. Isn't that grounds for dismissal?
Was informed we need to be telling management what 3 days we are going to be in office each week. If we need to change a day we need to be letting management know. This feels beyond the rto requirements. If we are hitting our 11 days a month why does it matter what days we are in office. The micro management is at a all time high. Is this happening across the board or am I just lucky?
Are you given an option for improvement plan? If so, can you decline and receive severance?
How frequently are we seeing NSI given to MPT employees in Canada ? Seems more common than in US.
Did I read the official email correctly? All personal email and cloud sites will be blocked on our browsers as of 4/4/2026?
Rumors are that PTO and SICK time are getting merged into one pile with a max of 160 hours. Go over 160 and expect a call from management explaining why you are taking more hours than approved. What a demoralizing situation...