#remotework

How does the HR calculation work?
Is it considered only 4 days every week or can we do all 16 days together and get 4 days WFH in last week ?

How does it work in other locations ?

It's obviously always a possibility and I'm honestly tired of the stress every 6 fkning months.

I am not in sales, nor an org that generates money if that matters.

Historically we rarely, if ever get hit - other than sales 9/10 times - but that is one thing I do love about FED. We generate a massive amount of money considering the fact we make up a tiny fraction of the company (there are roughly 1657 FED employees. Don't quote me on that but it is between 1650-1690 total employees.) And yes, I know this for a fact.

Like I said, FED has rarely been hit by layoffs and if/when it happens it's typically the sales org for some reason... And sometimes IT - devs specifically. Overall though, for the 6 years I've been in fed I can only think of one person who has been let go, and he was a sr. softeare engineer (a developer.) IMPO, those in the fed department are harder to get rid of for a lot of reasons, and even moreso now that Dell is trying to get rid of remote.

• Can't be offshored - MUST be a US citizen and live IN the US. - This is not a Dell choice. This is a government requirement.

• As of last year, ALL new roles/positions MUST be local to a job site/office - no future remote hires anymore. Dell has slowly been closing down small satellite offices in the US so that leaves people local to the major offices; which are only a few.

• Most people are still wanting a remote or hybrid thing (and there are more than enough jobs out there who offer this) and I mean, having a 5 day onsite policy isn't exactly going to be appealing for a LOT of people.

• Background checks/vetting is more expensive for new employees and are done via US government approved BG checking services. Which are more extensive and thourough than what corporate BG checks do.

• Small af teams throughout, so one person being let go on a team can be detrimental
• A LOT of sensitive information that could be leaked by a bitter employee
• As a whole, the entire FED department is tiny as he-l and Dell tends to forget about the majority of us lol - except sales...

TLDR: it's not really beneficial to get rid of FED employees as it's significantly harder to replace them, as fed is not global and there are far less candidates to choose from. Especially now that ALL future roles/positions are on-site only.

Not saying FED is safe from layoffs as I know Sales got hit hard a few years ago but, other than that I can't say I know anybody who's been let go in the last 6 years from any department (minus one person.)

2025 net income $7 billion
$16.59 diluted EPS
2024 Q4 net income $2 billion and $4.88 diluted EPS

By virtually all measures 2025 was a successful year. Strong execution across all business lines resulted in record revenue.

Don't be fooled by Bill's remarks that we are lacking in performance. His RTO announcement is nothing more than a fear mongering power trip. We have proven quarter after quarter, year after year, that remote work - WORKS! Its 2026 for f**ks sake. Maybe if we follow Bill's logic we should eliminate PNC Online Banking (something we delivered during the pandemic) because "we work best together in person" (Bill's words). So eliminate Online Banking and have everyone use a physical branch. Oh you live an hour away from a branch? Sorry you must use your nearest branch.

Is CAT digital in Chicago 5 day RTO? Also how is the work culture and work life balance here?

There are hardly any jobs in the job market. Good luck finding a remote role in this economy when you’re competing with thousands of h1b's and h4 ead's.

I know there are people on this site who probably have some insights into what’s happening with remote employees. Specifically in that middle job grade class (14-17).
If you can share any insights into the remote/layoff strategy in 2026 please do. Should I be concerned and on alert if I’m in this grade range and remote?

Long story short, I left AIG for more $ and to expand on my insurance knowledge with different lines. AIG actually has the best PTO benefits out there the pay raises su-ked from my experience. I am looking to come back to AIG. What is the chances I would be hired back being a former employee and fully remote like it used to be?

Bonjour les amis.

Ever since the original post on 12/3 and the news attention that followed, there has been an influx of bad faith posters (executive leadership) on every subsequent post addressing the RTO situation. I wanted to take this opportunity to organize and present my fellow employees with some facts about PNC, its leadership, and the financial aspects of this move.

It is no secret that many large corporations have been enforcing RTO mandates as a "soft layoff," hoping that these no-exception policies reduce enough headcount to avoid the potential bad press of an actual RIF. With PNC specifically, there are some additional financial benefits they are kind enough to pass the cost off to you!

Out of the 55,000 people employed by PNC, 11,000 are local to Pittsburgh and its surrounding areas.

They own a large chunk of downtown Pittsburgh between Tower, One PNC, Two PNC, Three PNC (like a Dr. Seuss book of tax evasion!), and Firstside.

Additionally, they own many of the parking garages, which cost nearly $20/day or $180/month, and the food courts ($10 salads, yay!). PNC also receives a kickback due to its role as the primary bank of nearly every business in the area.

Simply put, there is a direct financial incentive for PNC to enforce an RTO mandate on all employees in the Pittsburgh region.

I mean, can you blame them? With the economy the way it is, they must be taking such a loss just supporting our poor souls.

In 2022, total revenue was $20.64 billion; $20.75 billion in 2023; and $20.77 billion in 2024– a 10.77% jump in Q4 of last year alone. Any "loss of productivity due to remote work" is a classroom rumor rather than anything based in fact.

Let's take a look at employee experience. We see a stagnant wage growth with 1-3.5% raises and pitiful bonuses, leaving us poorer year after year as we watch cost of living costs skyrocket; additional stipulations being put on employees to reduce rising through TSR levels; terrible health insurance that costs more out of pocket than any job I have worked in my life for the lowest high-deductible plan; and a worse 401k match and retirement plan than any other bank.

How are our fearless leaders doing? Well, in 2024 (public information disclosed by PNC filings)

William S. Demchak - 23.7 Million

Chairman and Chief Executive Officer

Robert Q. Reilly - 6.8 Million

Exec. VP and Chief Financial Officer

E. William Parsley, III - 7.8 Million

Exec. VP and Chief Operating Officer

Deborah Guild, Exec. - 5.4 Million

VP and Head of Technology

Alexander E. C. Overstrom - 5.3 Million dollars

Exec. VP and Head of Retail Banking

As you can see, they are also struggling to get by.

The question is posed: What is there to be done? Do we just shore up our resumes and start applying elsewhere?

If that is an option for you and it leads to a better life, absolutely. But for those of us that can't nor want to give PNC the satisfaction of a successful soft layoff to compliment their acquisition of First Bank, there is a better way.

Unionization is the only way we will ever take back any control over how this org treats us. Complaints to management fall on deaf ears because at a certain level those complaints will always be drowned out by another multi-million dollar stock option. HR is there to protect the company, not you. They will not give a damn about your life situation or even doctor-recommended accommodation to continue your WFH lifestyle.

Management is getting scared; they are avidly searching for people interacting with this site or posting about the RTO policy online. While you should protect yourself, remind yourself that this fear stems from the effectiveness of unions and the bargaining power that can be gained from a collective.

Don't suffer alone. Don’t fade off quietly as you watch what you have claimed back for yourself and your loved ones be su-ked away by a pointless commute. You do not live to work for these people. You work to live your life. The conversations that have taken place online over the last 2 months have gotten the attention of union organizers for Better Banks.

Copied from an earlier post:

"https://www.thelayoff.com/p/@1f9+1kbjhrba6
Comment: 1f9+1kbjhrba6"

Even for those that do not care about this mandate, I urge you to join your peers and take back the profit of your labor. You have nothing to lose but your chains.

Unionize now, solidarity forever.

I'm curious.

AT&T literally:
sells connectivity
sells remote access
sells cloud voice
sells VPNs
sells mobile data
sells collaboration tools
…while forcing its own people to drive 2 hours a day to sit on Teams calls in an open space with no assigned seating.

Add Stank - a tired, clueless, utility salesman, now targeting and trolling Tmobiles LinkedIn, begging for customers.

Add a stock thats dropping from 28 to now down to 23, it will keep going down.

Could you be more pathetic?

I'm not even going to bother to wait. There might not be many, but there are available remote jobs in my field and I plan to apply to every single one of them. I'm not staying around for this cr-p.

Hey guys, I’m hearing that around some time this year AT&T will be hiring for premier service consultant work from home again. Has anyone heard this same info on customer service jobs continuing work from home ?

Will this apply to all teams, or will some remain fully remote? I’ve heard it applies across all departments.

Procurement employees I know are being asked if they live within 50 miles of L3Harris location. It won't be long now.

I’m asking you to message your director, your executive, your head of department to voice your frustrations. Let’s be real we have proven the remote model works very well. Acquiring BBVA and FirstBank, launching the new PNC website, onboarding over 11 million customers to a new user experience, beating earnings on a consistent basis, consistent dividend increases, record net income multiple times, becoming a top 5 national bank, and most importantly for the executives - a record high stock price less than a week ago. Let’s be real on another front, this announcement is driven by politics, power and greed. Don’t fall for the excuses. Well my friend Jamie Dimon did it, so why can’t we? Our shareholders don’t like empty buildings. Yea right our shareholders care about one thing only, ROI. (See above) Don’t fall for the corporate buzzwords that PNC loves to slurp on. “Being in the office fuels collaboration, sparks innovation, and helps us grow–individually and collectively.” In realty from someone who was five days in office, being in office fuels distractions, a longer commute, a reduce in W/L balance, and our carbon footprint (remember PNC loves the carbon footprint buzz-phrase). When a director or executive visited our floor, we were never approached or asked questions and if we tried to introduce ourself it was at the most a quick wave hi and goodbye. There was no collaboration. You took the time out of your busy schedule to come visit us and we couldn’t get a word in. Which is ironic because here we are yet again at a time where we are not given a chance to get a word in.

Long time FTE

Let’s stop pretending this five days a week RTO mandate is about collaboration, culture, or productivity. We already proved, clearly and measurably, that productivity increased while working remotely. During the pandemic, employees kept PNC stable, profitable, and operational under extraordinary circumstances. That wasn’t leadership from the top, that was workers carrying the bank on their backs.

Now the “reward” is being forced back into offices to sit on Teams calls all day, while absorbing thousands of dollars a year in new costs - gas, parking, commuting time, childcare, daily life friction - in an economy that’s already on fire. Wages haven’t kept up with the cost of living in years, people are stressed across the board, and somehow the solution is to make life harder for the people doing the actual work.

Let’s be honest about what this really is: empty buildings, tax incentives, sunk real-estate costs, and executive optics. Cities are upset. Balance sheets are uncomfortable. And instead of adapting to a proven, modern way of working, PNC chose to protect assets and executive compensation - at employees’ expense.

This decision makes one thing painfully clear: PNC doesn’t care about its people, its so-called “family,” or the reality employees are currently living in. It cares about making top tier executives even richer, no matter the cost. That isn’t leadership. It’s greed wrapped in a RTO memo. 🖕🏻

Typo fixed.

I think managers are already telling their people. It’s so fu---d guys. My coworker got switched and they aren’t even near a major hub or my team. LITERALLY WHAT IS THE REASON??????????????

I am remote, but still waiting for confirmation.

Good luck and godspeed today. It’s the end of the company we know. Already have friends and family closing their accounts.

There is no reason in the world that a full 5 day in office, no exceptions, for every employee mandate needs to be made. Much less so quickly AND during a bank merger. With all the money baby billy dimon is making he just wants more. mgmt likes to make it about collaboration and culture, but really they are just further ruining PNC's culture by forcing this on everyone. PNC already doesnt pay well and is now making everyone incur costs they werent before. PNC had a ton of remote workforce before covid and is now going back on all of that. A lot of people were hired as remote or worked as remote for years before all of this and they are told to go in.... for what? to make sad little billy happy to see people in his offices. The offices su-k! have you been to any of them? what is the incentive for anyone to come in? There is none! pay for parking, additional childcare, food, travel, vehicle maintenance, etc. PNC cant even bump pay a little to compensate when they are making billions each quarter.

Bumping this up for visibility. OP: @ea+1kes6rfnt

After a challenging year defined by stagnant pay, slower hiring, and shifting workplace rules, many employees are heading into 2026 without high hopes. Around 65% believe the U.S. job market will either remain unchanged or weaken compared to 2025. At the same time, 49% expect layoffs to rise, and nearly a third think remote work opportunities will continue to decline.

https://www.cpapracticeadvisor.com/2026/01/13/half-of-workers-predict-rising-layoffs-in-2026-one-third-fear-for-their-job-security/176228/

After giving the return-to-office mandate several months to be fair and well-intentioned, it’s clear this policy creates significant friction without delivering any meaningful benefit—particularly for employees who were hired explicitly as full-time telecommuters. We are now expected to spend personal time getting ready in office attire, commuting, badging in, navigating parking ramps, security checkpoints, and elevators, only to sit alone in a cubicle all day with no teammates in the same state, let alone the same office.

On top of that, there are no assigned desks. Employees routinely arrive to find reserved desks already taken, workstations missing basic equipment, and time wasted simply trying to locate a place where they can do their jobs. This is not collaborative or productive.

Requiring people to sacrifice hours of personal time and incur additional costs to sit alone on video calls all day is not improving productivity, engagement, or morale. It is creating widespread frustration and disengagement. Employees are openly unhappy with this change, and when asked by peers about the policy, they are candid in sharing how illogical and counterproductive it feels. This approach adds inconvenience and resentment while delivering no measurable value.

Is Houston completely unassigned seating now in both towers? If so, brutal to absorb that and RTO 4 days all at once. How is it going for everyone? Strong reactions?

Due to family reasons, I can’t move out of Calgary. Has anyone asked if there is any opportunity to work remote rely from Calgary, or do fly-in fly-out to Kearl or Cold Lake or Norman Wells??

I am not a troll. I am out of options and desperate.

I’m confused on what’s happening.

Are all leaders in the company expected to be hybrid roles now?
For grades 16+, are those remote roles being eliminated?
Or were these layoffs this week just certain org decisions?

Can someone clarify the moves made this week?

It seems the new HR is back with the hammer for colocation.

Contractors, who were remote hired are supposed to be in office during connect week but the full timers in different region are told their position is moved to different region.

You can't be serious!!!! This is an absolute pathetic joke!!!

You can build all the offices you want. The workforce you’re trying to force into them doesn’t want them.

Five day RTO is not culture. It’s wasted time, wasted money, and wasted talent. People commute for hours just to sit on video calls they could do better from home. There is no productivity upside and no data to support it.

The market has already moved on. Over 80 percent of companies offer hybrid or remote work. Younger talent will not choose a dinosaur policy when better pay, flexibility, and trust exist everywhere else.

As older workers retire, you’re forcing out the next generation before they ever commit. That’s not strategy. It’s self sabotage. Keep spending billions on offices no one wants while the talent pipeline walks out the door.

In 2026, which job roles will be eliminated or reduced in the US and staffed in other (low cost) geographies? Scrum Master, RTE, Product Owners, Analysts? Interested in opinions here.

So just to get this straight - there aren’t “remote work weeks” but leaders can just randomly work remote for a day here or there? If they are responding to work emails and engaging in work with their team then they are technically working right? Which means they aren’t taking PTO. Isn’t that remote work? Meanwhile I am expected to be IN the office?

Who is monitoring this? The timecard and attendance piece? Or do rules not apply to “so called” leaders? Asking for a friend and my colleagues who actually follow the rule. Just curious if we should start calling the “speak up but you won’t be heard line.”

Do you think they track us going to the office or not? What do you guys think/do?

RTO so I can join teams calls all day. This sure makes a lot of sense.

Hybrid Creep ! We had WFH. We had RTO. Now, meet "hybrid creep," - The idea is that a combination of carrots and sticks will encourage people to gradually increase their in-office time without explicitly telling them to do so. That means tactics like basing promotions on office attendance, or increasing surveillance of employees or Increasing layoffs.
There’s a meaningful difference between saying “we believe we’re better together” and secretly counting phones in a building.

• One is a point of view, whether it’s right or wrong.
• The other is surveillance dressed up as management.
  Don’t be surprised if corporate culture collapses when leaders stop trusting adults to behave like adults.
  The combination of factors seems to be working: Office attendance rates are rising steadily, even as many firms take a step back from mandates.
  https://www.wsj.com/lifestyle/workplace/hybrid-work-return-to-office-creep-af5a62b5

I am noticing that whenever people complain about the RTO suddenly seeing people who are like a-holes about it and being supportive of it which wasn't the case earlier.

Is there like a sudden spike in trolls or ragebaiters?

Also nobody being happy about RTO makes sense and linger on especially when the company has been lying about promising remote or hybrid work but instead they are just effectively trying to ki-l it. Plus the facilities are not in good shape and monitoring in place shows that they just want to control which is another reason to be mad about.

Working in the city can be very expensive. I’d rather drive. Anyone else going to the Long Island facility? How many work out of there? Is there room for one more?

The last few times I have contacted IT, It has been very obvious that they are at home. For instance, one guy was having a party at his house and angrily did everything he could to get me off the phone to return to that party. The last person to help, I could hear an actual rooster crowing in the background. I thought we built these overseas buildings and spent billions of dollars, why are they at home?

The hybrid model was amazing. Assigned or unassigned offices the hybrid was still better. There is no logical reason to go more days than 3 per week. I find the change to be very disappointing. My days at home were days to get things done and I didn’t dread getting up before 5 am to go into the office. I could get up at 7 and go right into the office. Back to the dread on Sundays again. Ugggh!

Crazy thing is it didn't used to be this way. In the days of yore when we were all happily remote little worker bees, we were content if not happy. Dell felt like a people-focused organization, at the very least. We were given latitude to do our own thing, expectations were normal and not overly ambitious, and the individual contributors had a certain degree of confidence in leadership.

Sure, Dell had the very-normal corporate issue of constant change, but the change was navigable. Then suddenly, everything began to change and the water began to boil. It started slowly-people being "encouraged" to use the office. The remote activities quietly disappeared. Does anybody remember the May the 4th Zoom AHOD in 2021 where a bunch of leadership dressed up as Star Wars characters? Stuff like that was objectively fun, and made work feel a bit less like work. That sort of fun just up and disappeared to be replaced with increased unreasonable expectations like suddenly everybody had to commute 10 hours a week to sit on zoom calls that they were perfectly content with and capable of sitting on at home.

Then, the layoffs began, as did a constant state of employment anxiety that has persisted to this day. Then we all received a total of 24 business-hours notice that hybrid was going away and we were all full-time onsite, or face the consequences. Except, there were none really. The layoffs continued to be completely random across the board, if anything affecting the in-office folks more than those that persisted with staying remote.

The result? Everybody who is left (and smart) has quiet quite HARD. I'm personally remote, and work maybe 2 hours a day and still get everything done. The rest of my workday is spent at the gym or with my laptop open while I play video games. And my numbers have never been better.

The thing that objectively takes the most of the time out of my day is trying to come up with 5 stupid questions to ask this stupid chat bot we're training to take over our jobs eventually, because if I don't that's the only thing that actually gets me in trouble with leadership. It's not my Teams' status being yellow for 5 hours a day, or my quote output, or my lack of desire to pursue cUlTuRe and CoLlAbOrAtIoN by driving 15 hours per week, it's my lack of desire to justify Dell's stupid investment into incompetent AI tools that add no objective value to anybody.

I know it sounds like hyperbole when you hear about folks talking about "Dell has changed." Though in reality, Dell actually has changed in a lot of ways, and every, single, one of those changes have been for the worse. And they get away with it because we flipped from an employee's market to an employer's market with the post-Covid tech crash in 2022ish that we still haven't recovered from.

It just really su-ks.

This needed a thread of its own. The OP is @ez+1kdne2h4c.

https://www.businessinsider.com/amazon-visa-delays-prompt-india-remote-work-with-strict-restrictions-2025-12

I know this may not be the ideal place to ask, but I haven’t been able to find much information on Sparq or through my communications with HR, and was hoping this group might be able to share any relevant experience.

I’ve been with Optum Health for several years as a U.S.-based remote employee. Recently, I’ve been exploring the possibility of relocating to Canada. I’m a Canadian citizen, and through my own research I’ve seen that Optum has a few business segments in Canada, with many employees working remotely.

I’m wondering whether anyone has experience with, or insight into, transferring from a U.S. role to the Canadian entity while continuing to support the same U.S. team. I recognize this is a fairly niche scenario, but I’d really appreciate hearing from anyone who has gone through something similar or knows how this has been handled in the past.

Thanks in advance!

RTO is an antiquated strategy based on how the company was in 2010 not 2025. Our roles have changed as have the people, and their locations, that we all interact with. There will be no measure of success because it’s based on a belief in collaboration and nothing more. There is not a single metric that will support it. However I will lay money that sickness and absence rates will rise.

Well said, @a9+1kc3yqn6p.

Anyone have a leader who requires cameras to be on in every meeting? How is this even enforceable?