#policy

ANSWER (from the transition paperwork)

Cognizant has partnered with FIS in part for its talented resources—-you! As looking for other opportunities within FIS could impact our partnership and service delivery, both Cognizant and FIS have agreed to discourage associates from this practice once offered employment with Cognizant.

Heard the Legg Org is reviewing virtual ‘exceptions’ and they will need to be rejustified for approval. If not approved, must report to home office. Anyone hear anything similar?

My whole team is remote. I was told that I need to go to the office 3 days/week starting April. Nobody knows where I'm supposed to be reporting... the chicago office has 50+ stories. There was zero guidance during my orientation.

Remember once upon a time ago 240G (240 Greenwich St.) used to be 101 Barclay St? Has the address change the bank’s solution to side step being a privately owned public space (POPS)?

BNY is supposed to allow 24 hour public access to the lobby, and has historically done all it can to deny access. How convenient that changing the building facade will guarantee they cannot meet this legal requirement for at least another 3 years. Anything to keep the riff raff out, I guess.

Look up 101 Barclays Street here: https://data.cityofnewyork.us/api/views/rvih-nhyn/rows.csv?accessType=DOWNLOAD

Hi, I have a team member (UK), and she now has 2 periods in last 6 months where she been 1 day short on RTO and therefore she is red twice on the dashboard.

What will the consequences be for her. She just got a confirmation of standards previously for her last offence.

RTO just because I am forced to do so. Collaborate with no one - all my meetings are via Teams - Merit 1.5% and gas close to 4 bucks a gallon. Thanks Gail - your stupid policy is costing me money to work here.

My personal PC and work comp are next to each other so while reading a post on here, I chose to look up the RTO policy as it stands right now.

"As we transition to the enterprise platform on May 1, 2026, individual and leader dashboards on Workday will be retired. However, the expectation remains the same: if you are designated as on onsite team member, you are expected to work a regular day from your Dell office five days a week. While attendance will not be actively shared at the individual or leader level, this expectation is non-negotiable."

This is CLEARLY part of MAVERIC considering it's "supposed" to roll out in May and it sounds like Workday is going away? If so, will we have visibility on whatever the new tool is?

Or does this mean that they are no longer going to track us... Which sadly I don't think is the case.

I feel like one of these things...

A: They (EXEC leadership) doesn't want us - or managers - to know how many days we have in office - so we can't "plan" any days off or get warnings from our managers to go in more often..

B: They make it seem as if they aren't tracking us - but they actually are

C: They decided that of those required to be onsite, the majority are obeying and now they no longer care to track, as they "whipped us into obedience."

There’s this thing called “At Will Employment”. It’s an HR policy that is downplayed or not even mentioned. It’s standard across companies, especially for non-executives, like everyone on this site.

I recommend all Nike FTEs to get familiar with that policy. Just search the HR site. The sooner you accept that policy the better off your career will be.

If you go into the office do you need to be logged in for a certain amount of hours on your computer? Does HCSC track that?

My boss wants us to work standard 9-5 hours when previously we could flex. Is this a company wide thing

Why are posts about the post it lady getting deleted. What policy are they violating?

What is JOMO anyways?!?!?

Heard through the grapevine that the policies around age based employment protections have been updated and that employees with NRE status will no longer have that protection. Has anyone else heard of this?

I resigned couple of weeks back, and was expecting Cigna to pay for my unused PTOs for this year. Has the policy changed? I know we can’t carryover from one year to the other, but what about the PTOs I accrued till now?

Also does Cigna also take back my profit earned from my stocks along with any unvested stocks?

I’m hearing mixed messages. Does y’all have the facts?

If I start a new job with another company during my 60 day non working notice do I forfeit my severance? What is citi’s policy on this?

First our beards, then our coffee cups, now our clocks!
Why, why??!!

New global Hybrid and Remote Working Policy took effect from 6 March. Can someone please confirm how attendance is being monitored eg how long the monitoring window is and what data is used.

I received a 2.5 performance rating that my manager told me “had to round down to a 2 due to a new policy”. Has anyone else been told about this “round down” policy? And then I was told I will not receive anything for a bonus payout because of my rating. I’ve been here for years and this is my first time ever getting a 2, so want to see if any of this sounds normal or if I should be taking to HR

Is there anyone from HR who thought through this policy and impact on vacation.
Band 5 - you take Thursday/ Friday off - that week counts against you
Band 3. -4/1 posture - you basically are never taking vacation that is less than a full week. Let’s say you have 2 days sick and then 2 days vacation in the same reporting period, you can not miss another single day - vacation or not.
I know they want us to quit, but layoffs would be more humane and effective instead of making everyone miserable.

Well you know where to go to

I've worked here five years (it feels much longer, though) and I'm still surprised by the decisions leadership makes. It's like common sense goes out the window once you reach a certain level. They roll out policies that actively make our jobs harder. They invest in technology that doesn't work. They promote people who have no idea how to manage. I don't know if it's always been this way or if it's getting worse, but the overall stupidity is hard to ignore.

Cisco is sending panic to its partners. Every few days, the company's management sends out an email to partners with new policies regarding prices, deals, and price protections. There is great frustration among Cisco partners regarding the company's policies, panic, and indecision. Decisions are made on the spur of the moment without giving enough time to evaluate the new situation.

I know Chevron monitors activity. Obviously. But has anyone else received a new pop up to confirm that we understand and agree with our appropriate use policies? I’ve asked around and my peers haven’t received….

As I found out just today, I cannot submit vacation from 1st of May because of One Dell.
What kind of company is this that I cannot submit my vacation which is my right per our country labour code?
Is this applied across while Dell?

When an employee resigns from Oracle, are they required to give two weeks notice?

If I leave without providing notice, are there any consequences or forfeited benefits?

Offer full retirement earlier and get the higher salaries off the books. Better to pay full retirement pay than full salary.

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.