#remotework

If you’ve been denied previously-approved medical accommodations, switched to remote status instead of having the accommodation approved as an alternative path forward, or if you experienced a lot of stress/difficulty/hardships this year from the disability accommodation process this year or previously, please upvote this post.

So USAA is doing corporate investigations on lower level employees for RTO, yet they keep hiring executives to be remote, how hypocritical is that? I submitted a JAR earlier today once I saw on LinkedIn the new Chief Information Security Officer is remote. My reasoning, my director is remote in San Diego, ED is remote in New York, a girl on my team remote in Hawaii, and another girl remote in New Mexico and a guy remote in Iowa. Yet I’m the only one in office (Charlotte) and I live in South Carolina, but since it’s only 58 miles and not 60, I’m told to be in office.

For all the people posting "just quit," I'm assuming you either have wealthy parents, a wealthy spouse, a trust fund, or simply don't understand that most American households rely on two incomes to keep the lights on.

The idea that people can "just quit" comes from a place of privilege. Many people can't simply walk away from a paycheck. They can't magically afford a maid, laundry service, extra childcare, or elder care to make RTO more manageable, or months of reduced income or no income on unemployment while they search for something new. And let's be honest—the job market isn't exactly making that decision easier right now.

What makes this especially frustrating is that many of us chose these roles over the last few years because they were advertised as remote or hybrid—not because we were specifically committed to one company. Changing the rules after people have built their lives around those expectations feels like a bait-and-switch.

So when people say, "just quit," what they're really saying is, "just absorb the financial risk and disruption to your life." That's easy advice to give when you have a safety net. Not everyone does.

The result isn't that people leave. The result is that you end up with a lot of frustrated, disengaged employees who feel stuck because they can't simply walk away.

And yes, it's hard not to notice that many of the people making these decisions have financial security and flexibility that most workers don't. It's a lot easier to tell someone else to take a risk when you're insulated from the consequences yourself.

Not to mention that the office setup, hot-desking, and commutes are terrible.

Am I getting paid for that commute time? No. Should I be? Probably. We all should be.

And let's not pretend there aren't real quality-of-life impacts. A lot of people use the flexibility of remote work to take a walk, go to the gym, attend a doctor's appointment, pick up a family member, or simply take a break that helps them manage stress and stay productive. When you're spending hours each day commuting to and from an office, that time disappears.

For many people, return-to-office doesn't just mean working from a different location. It means less time for exercise, less time for family, less time for errands, and less time to take care of their mental and physical health—all while doing the exact same work they were already doing successfully from home.

Has anyone had a situation where you’re taking care of a love one and need to work remotely? Does Nike allow this or would it be a case of you would need to resign? I’m the caretaker of a parent who is starting to require more care and I need to keep
My job, but also take care of a parent.

https://www.nytimes.com/2026/06/17/opinion/remote-work-depression.html

What would happen if everyone just walked out on the day they started the return to the office and refused to go back till they put things back to hybrid or remote? I mean, if everyone left, they would have to negotiate with us... Cause I don't think they can fire everyone. Like, even if some of the other offices walked out in solidarity?

I know this is a fever dream, but they would be so sc--wed if everyone organized and pushed back on this.

Work From Home Is Here to Stay-Even if Some CEOs Don't Love It
Big companies keep trumpeting return-to-office mandates, but the amount of time Americans work remotely is barely budging. #WSJ 📰

The past couple of years have seen a drumbeat of big companies announcing, to great fanfare, that they were requiring employees to spend more time in the office. Home Depot, Target, Microsoft, 3M, Intel-the list goes on and on.
But across the broader economy, the evidence suggests that the return to the office has stalled out.
An average of 26% of paid, full days were worked from home in May, according to a monthly work-from-home survey run by economists Jose Maria Barrero, Nicholas Bloom and Steven Davis. That is down, but not by much, from the 27% registered two years earlier.
It was about 30% in 2022, when companies were transitioning away from the pandemic. But in 2019, before the pandemic struck, Labor Department figures show that about 7% of days were worked from home.
"The data does seem at odds with the Jamie Dimon story of the world, where remote work is dead," said Emma Harrington, an economist at the University of Virginia who studies remote work.
Instead, remote-work rates appear to have reached a new equilibrium, with far more people working from home at least part of the time than before the pandemic.

Other data tell a similar story. Kastle Systems, a security company that tracks access-card swipes, puts average workplace occupancy across 10 major cities just slightly higher than a year ago.
Cellphone data collected by technology company Placer.ai found that average office visits per working day in May were about 32% below May 2019 levels. In the same month last year, they were about 35% below that 2019 level.
The disconnect between the high-profile return-to-office mandates from some large companies and the broader data could in part be because, big as they are, those companies account for just a portion of the 163-million-strong U.S. workforce.

Work from home is hardly over. In fact, it's probably here to stay.

• Read more: https://on.wsj.com/44jueEB

Seems like many were told to work remote and there are update meetings again.

What’s the talk around here? I’m working remote so hard to gauge what’s going on in other departments here. Been here for more than 5 years.

I applied for a remote job here but was told it will actually be 4 days in office. Anyone have insight into how strict it is? Like is hours tracked

Hi Bank of America peeps. A few of us from Truist are checking in. Mike Lyons was just named our new incoming CEO. What was it like working for him during his time there? Solid leader? How did he handle culture, trust, accountability, and employee engagement?

Any flexibility on remote work or work-life balance, or was it more old-school in-office?
It's fair to say morale is quite poor right now, and many of us are looking for signs that things can improve with no expectations of instant miracles. Curious if you noticed any positive shifts over the longer term under him, even when changes got messy. Good, bad, or ugly, we'd appreciate hearing about it.

Hi PNC folks. A few of us from Truist are checking in. Mike Lyons was just named our new incoming CEO. What was it like working for him during his time there? Solid leader? How did he handle culture, trust, accountability, and employee engagement? Any flexibility on remote work or work-life balance, or was it more old-school in-office?

It's fair to say morale is quite poor right now, and many of us are looking for signs that things can improve with no expectations of instant miracles. Curious if you noticed any positive shifts over the longer term under him, even when changes got messy. Good, bad, or ugly, we'd appreciate hearing about it.

The June 15th rollout of RTO has occurred. Check your workday profile.
Looks like this batch (so far) included about 400 people out of the 4500+ in PA that work remotely still.
But don't worry, you will soon be replaced by the remote offshore employees.

When RTO was first announced, I thought I’d adjust after a while. That hasn’t really happened, and not just for me. A lot of people seem quieter, more frustrated, and less connected than before.

I’m in my early forties, and I’ve worked in enough places to know when the energy has shifted. This is one of those times. I don’t hate the job itself, but the current setup has made it much harder to stay motivated.

I’ve been browsing remote openings for the past couple of months. I’d rather find something that gives me a little more control over my day and doesn’t make work feel like such a drain.

I've got a week of WFH coming up (taking 3 half-day PTOs). To try to manage my burnout levels, I am thinking of getting a short-term rental somewhere nice and working from it for the week, rather than from my normal home office. I'm not sure if this is going to trigger any kind of monitoring that might cause a problem for me. Is there any known monitoring around what location you are connecting from?

Prior to the pandemic, when I had a full time telecommute agreement, I did this once or twice a year. My wife and I would rent a beach house or a place up in the mountains and hole up for the week. Still working but changing the scenery for awhile. It did wonders for my mental health. Never cleared it with a manager, just did it and never heard squat about it being a problem. But I haven't done anything like this since 2022, and given the way leadership has been flailing around about RTO and putting various heavy-handed monitoring in place, I'm not sure if it will still fly these days.

Any advice appreciated.

Besides basking ridge and hidden ridge, how many people still have offices to report to for GNT? So sub markets still have hub offices? I think it’s ridiculous those that live near office have to go in 3 days week and some people are fully remote (same teams//same roles)

I mean if you were in office before Rona... why is it such a big deal to go back to that?... I understand there were alot of remote workers who started during the covid period and its not feasible but if you did it pre covid then what changed?

I chose freedom over compliance, flexibility over obligation, and peace of mind over RTO. Feeling retired, paycheck intact.

What is the purpose of RTO - just to burn gas, tires, increase car insurance, increase carbon emissions, stuck in traffic - and again on Teams call...

The slavery mind set of the CXO suite is mind blowing

I have an ADA protected disability accommodation allowing me to WFH despite being within hub radius that has been approved for the last couple years.

My manager asked me what I’d do if “it weren’t granted this year”. I told him I’d pick a paycheck over homelessness and that I’d do whatever I can to work somewhere else as fast as possible.

Is there a push to deny ADA accommodations? Is this even legal?

ESG is below the line of doom again, and has been below of line of doom for 8 straight quarters.

So, when will ESG take care of the redundant managers and the remote employees?

Hello
How is the RTO policy now ? Asking for a friend. I heard like a month back the the new CEO don't care much about coming to office and many ppl stopped coming to office as less as once a month?

Has anyone got an extension to stay beyond the reporting date at the new location?

Whats stopping us from collectively and politely saying no, collectively staying home, and forcing their hand? They are doing it in bits because they are scared of p*ssing off everyone all at once.

In all this mess, good thing is that no one is controlling if you work from office 3 times a week for a long time. So stay home, learn new skills, and send those applications

• AT&T: $29.58 → $22.75 (-23%)
• T-Mobile: $102.53 → $180.40 (+76%)
• S&P 500: 3,115.86 → 7,465 (+140%)

Nearly six years later, AT&T’s answer to every problem seems to be more RTO, more presence tracking, and more control.

Meanwhile, T-Mobile continues to outperform, remains remote or hybrid for corporate employee managers, and has become a destination for talent that no longer wants to deal with AT&T’s five-day office mandates.

T Leadership keeps talking about where employees sit while competitors are focused on winning customers, growing the business, and attracting talent.

The stock charts tell the story better than any town hall BS story or August 2025 manifesto email ever could.

My son was born when I had a remote job, then Covid happened and I was home all the time (he’s always been in daycare while I’ve worked, though). Now he’s in first grade and this back to office is ki-ling me because I can’t be in multiple locations at once. I get him to school at 8. We live just north of spring and on my best days, I’m still coming into the parking garage after 9am. I have a friend who helps me with carpooling from our neighborhood a couple of days a week and gets the boys to their mutual after school activities so I can meet them there but I feel like all I do is manage a commute to satisfy a rule that is not in the best interest of anyone who wants to also be present with their children. I was always very good at my job and being the mom with fully stocked cooler at the field. I look around and wonder who else is quietly dealing with this? And why aren’t we saying anything as a collective voice. I’m tired of decisions being made for me by men whose wives or nannies have made them believe this is manageable for people who are lacking coparenting support.

Hi Wells Fargo friends,
I am with Edward Jones and here for some info & advice.

As a remote employee (not in St Louis), I feel that my days are numbered because Edward Jones put in place 4 day return to office.

As Wells has had return to office for longer, wondering how they had handled remote employees. Were all remote employees terminated? Did they run a survey to ask who would relocate and terminate those who said no? Or was there a different criteria?

I appreciate any insight you can share. My sense is Edward Jones will copy Wells and other industry peers in how they handle remote employees.

Just wanted to share something I heard from a pretty reliable source they’re bringing back Work From Home for Mondays because of the latest CES results. Apparently leadership took one look at the numbers and feedback and decided to hit the pause button on the full RTO push again.

It kind of makes sense when you think about it. The Chevron Way is supposed to be all about our people being the most valuable asset, building trust, integrity, and taking care of each other while getting results the right way. Forcing everyone back into the office when morale is already low and people are burned out doesn’t exactly line up with that. All the reorgs, constant changes, and pressure have been wearing folks down. Those survey comments probably reflected a lot of frustration and distrust that leadership can’t just ignore forever.

From what I’m hearing, some teams are already being told quietly to plan on WFH Mondays from August.

Has anyone else heard the same? Is your manager or skip level saying anything, or are they still acting like everything’s great? Would be nice if they actually addressed the real issues instead of throwing out occasional WFH days as a quick fix.

Wait until employees find out that IT was directed to remotely scan ALL laptop computers, looking for any software that could be used to appear the user is active online.

Typically used to simulate the mouse is in use, a comprehensive report has been shared with senior management and is now under review for what repercussions will be taken.

Irregardless if there is a legitimate reason for it, i.e attending a marathon online meeting or conducting a presentation and you don’t want your laptop to go to sleep, all those on the report are expected to be in for a big surprise.

Be prepared.

Anyone have any insight on the new CEO’s feelings about remote and/or hybrid work?

When will virtual employees be asked to move to a hub?

Is there any truth behind a mid year focus on impacting remote employees? I heard there is but can’t comprehend how we can continue to lose people while the scope of work increases. ODW isn’t helping with workload (at least yet) and using AI only provides a temporary security blanket to speed some things up (while quality goes down).

RTO is here to stay, we all know that. I badly want to move states. Does anyone have experience with moving locations, how did that work out? I will report to the office to keep my job of course, but I don’t want to live in this location anymore. We have team members that live in other states and report to their office even walking in and working alone. I don’t see why I wouldn’t be able to change locations.

Can anyone claim anxiety and not be required to come in? Just found out that two people in my area were approved to be HBA because of anxiety.

Will we go to a full 4 days in office? Hourly tracking? Walking back of RTO?

Can anyone confirm if the Quincy office is indeed closed, and all the employees that were retained are now working from home? Also, was the requirement to live within a certain number of miles from an office removed as well?