#remotework

I'm hearing last mile delivery should have nothing to worry about because the remote Associates that didn't want to move to Arkansas were let go. Thoughts?

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.

I hesitate to complain about WFH when other offices don’t have it. But when are we “rotating” the WFH days in BH?

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)

Only got 10 days of notice period. Remote worker from Nevada. I'm seeing others have gotten 60 days. How does it work?

is it safe to assume this status remains for at least next 2 years until Plano campus is built? I really need to get my family out of rental situation and I was curious if anybody is doing the same this year in a non hub location. If not what else are you doing with your current homes?

Oil crisis, WFH should be considered

$200 a barrel if we don’t act fast and use up our reserves which may be needed for war.

Regarding the Humana RTO policy, what is the... Live within 50 mile radius of Talent Hub requirement?

-

The Humana Return to Office (RTO) policy, which has evolved significantly through 2025 and into 2026, utilizes a 50-mile radius as the standard threshold for determining whether an associate is required to work in person at a "Talent Hub" or corporate office.

How the 50-Mile Requirement Works

The core of the requirement is based on your primary residence in relation to a designated Humana office or hub.

Proximity Rule

If you live within a 50-mile radius of a Humana Talent Hub or corporate office, you are typically classified as a hybrid or office-based employee. This means you are expected to report to that physical location for a set number of days per week (or month), depending on your specific department's guidance.

Talent Hub Locations

Humana has identified specific cities as Talent Hubs to centralize collaboration.

Key hubs include:  

Atlanta, GA

Louisville, KY (Corporate HQ)  

Washington, D.C.

Additional Hubs: Austin, Boston, Charlotte, Chicago, Dallas, Denver, Fort Lauderdale, and New York City.

Remote Eligibility

Generally, associates living outside the 50-mile radius of these locations are eligible to remain in a fully remote status. However, even remote associates may be required to travel to a hub for quarterly meetings or specific team "co-location" events.  

Impact on Associates

The enforcement of this radius is part of Humana's broader strategy to consolidate its real estate footprint while increasing in-person collaboration.

Commuting Responsibility

If you are within the 50-mile zone, the commute is considered "normal home-to-work travel," meaning travel costs are generally not reimbursed by the company.

Exceptions

Exceptions are typically handled on a case-by-case basis and usually require high-level leadership approval. These are often reserved for specific roles that have been designated as "permanently remote" regardless of location, or for documented medical accommodations.  

-

Humana’s "Talent Hub" strategy represents a shift from the traditional "sea of cubicles" to a "destination office" model. As of 2026, the company has significantly consolidated its real estate (notably exiting the iconic Michael Graves-designed Humana Tower in Louisville) to focus on smaller, high-tech, high-amenity spaces.

1. Design & Layout

The "Neighborhood" Approach

Humana has moved away from assigned seating in favor of Activity-Based Working (ABW). The layout of a typical Hub is divided into "Neighborhoods" tailored to specific needs:

Collaborative "We" Spaces

These make up the heart of the Hub. They include "Project Zones" with mobile furniture that teams can reconfigure on the fly, and "Huddle Rooms" equipped with 360-degree cameras and digital whiteboards for seamless hybrid meetings.

Quiet "Me" Spaces

For focused tasks, Hubs feature "Quiet Cars" (inspired by Amtrak). These areas have higher acoustic panels, carrels, and a strict "no-talking" rule to mimic the productivity of a home office.

Residential Aesthetic

The design uses a "hospitality-first" palette—natural wood, soft lighting, and ergonomic furniture that feels more like a living room or a boutique hotel than a sterile clinic.

The "Connected Café"

A central social anchor in each Hub, serving as a semi-public space for informal networking, coffee breaks, and "touchdown" work between meetings.

1. Usability & Technology

The usability of these spaces is governed by what Humana calls a "Phygital" experience—merging physical space with digital tools:

Intelligent Booking

Employees use an app to reserve desks or lockers. Over time, AI learns your preferences (e.g., "Mark prefers a standing desk near a window") and suggests spots when you book.

Smart Building Integration

In 2026, many Hubs utilize AI-powered lighting and HVAC systems that adjust in real-time based on occupancy and natural light levels to improve comfort and reduce energy waste.

Concierge Service

Moving away from traditional security-desk entrances, Hubs now feature a "Community Host" or concierge to help associates navigate the tech, find their teams, or troubleshoot equipment.

1. Employee Occupancy & Utilization

Humana’s occupancy strategy is built on the reality that the office is no longer the "default" location for daily tasks.

Daily Occupancy Rates

As of 2025–2026, daily building utilization typically hovers around 25% to 30% of the total local workforce. The offices are designed for "peak" days (usually Tuesdays through Thursdays) rather than 100% capacity.

Intentional Presence

The goal isn't "headcount" but "interaction." Humana measures success by "Experience-Based Metrics"—tracking how often collaboration zones are used and whether employees feel a sense of belonging, rather than just badge-swipe data.

Louisville Consolidation

The most dramatic shift in occupancy occurred in Louisville, where Humana moved its remaining in-office staff into the Waterside and Clocktower buildings, opting to renovate these spaces for $20 million rather than maintain the oversized and aging 27-story Tower.

Living just outside that 50-mile radius—these Hubs are designed to be the place you go for high-value team events rather than a place you'd expect to sit and answer emails all day.

-

While Humana does not publicly disclose a single "total" price tag for the entire Talent Hub initiative, we can estimate the investment based on their 2024–2026 real estate filings and renovation permits.

Humana is currently executing a multi-year "Value Creation" strategy aimed at saving approximately $1 billion in annual administrative costs, part of which involves moving out of high-cost legacy real estate and into modernized, efficient Hubs.

1. Renovation & Build-Out Costs

The average investment to transform a standard office into a "Talent Hub" involves high-end technology integration and "hospitality-style" interior design.

Flagship Renovation (Louisville)

Humana recently filed permits for a $20.1 million renovation of the 10th through 12th floors of the Waterside Building (roughly 150,000 square feet). This averages out to approximately $134 per square foot for the interior fit-out alone.

Satellite Hub Estimates

For smaller Talent Hubs, like the Atlanta hub, typical Class A office "spec-to-hub" conversions in the current market range from $100 to $150 per square foot.

Total Portfolio Spend

Given the consolidation of dozens of offices into approximately 10–12 major Hubs, the total capital expenditure (CapEx) for the physical transformation of these spaces is estimated between $150 million and $250 million nationwide.

1. Technology & "Phygital" Infrastructure

A significant portion of the expenditure is "invisible"—invested in the digital layer that makes the Hubs usable:

Hybrid Meeting Tech

Equipping "Huddle Rooms" with 360-degree cameras (like Logitech Sight or Owl systems) and integrated scheduling panels costs roughly $15,000 to $25,000 per room.

AI & Proprietary Apps

Developing and maintaining the custom desk-booking and "Experience" apps used by employees represents a multi-million dollar ongoing operational expenditure (OpEx).

1. Real Estate Savings (The "Off-Set")

It is important to view these expenditures as part of a cost-reduction play.

The Humana Tower Exit

By exiting its 27-story namesake tower in Louisville, Humana avoided massive maintenance and utility costs. That building is currently being redeveloped by third-party developers into a hotel in a project valued at $600–$700 million—costs that Humana is no longer responsible for.

Occupancy Reduction: Because the Hubs are designed for roughly 30% daily occupancy, Humana has been able to reduce its total square footage by an estimated 40% to 50% since 2023, leading to massive savings on leases and property taxes.

The Bottom Line

Humana is spending hundreds of millions upfront to modernize these spaces, but they expect to recoup that investment within 3–5 years through reduced lease obligations and lower utility/maintenance costs across their smaller, smarter footprint.

-

For people selected? Or there's something more nefarious hiding behind it? I really hope they'll eventually explain what it's all about.

This is why we know RTO is about getting rid of employees without paying them severance.

https://medium.com/@danielychang/the-basement-and-the-boardroom-7d7e7dbee7c2

This is on LinkedIn
CICS Systems Programmer - Mainframe - Remote
Truist · Charlotte, NC (Remote)

I heard hidden ridge/Irving will remain open and 400 International/Richardson will close. People can decide to move to hidden ridge or WFH

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

Anyone else have people in their office pack stuff up, and told they’re being moved to telecommuter status?

I am in the Richardson office and a large number of people were abruptly told we’re moving to telecommuter. I’m happy, but don’t understand the urgency or the decision process.

No work from home E-mail today?
No reorg coming week?

When are the buildings going to reopen? I kinda miss office experience

If youre going to track hours of employees complying with RTO and "fire" them for not making 6 or more hours a day then fire the remote employees first because it's completely unfair they arent under the same scrutiny.

Anyone else under Prigg hearing rumor's about going back into the office? I honestly dont care, however majority of my team is freaking out. ( as some have moved states away ) Heard managers have to, and then techs in the NOC 2/3 days a week

Have been hearing a consistent rumor this week and wanted to see what others have heard.

Allegedly the week of 4/12 there will be a notice sent to remote workers saying you have 30 days to decide whether you will relocate to Minneapolis. If you decide yes, you need to be back by July 1st, if you decide no, you lose your job.

Apparently this will impact merch (buyers) and planning? Potentially IM as well (which I doubt), but essentially members of the core roundtable.

Is this just a rumor or should I actually start preparing??? What are others hearing?

In other news, tu-ds are brown.

So have you heard that the move to remove all remote workers is underway, if your not in a HUB the plan is to ask you to move to a HUB or leave. Come on is this true

https://www.businessinsider.com/paramount-skydance-return-to-office-rto-mandate-remote-employees-relocate-2026-3

The current cycle was conducted more like a firing than a layoff. Staff were told early in the morning that the layoff was effective immediately. System access terminated within minutes and staff were walked out by a manager. Remote staff were notified by Zoom.

Just got a call from my director today and have 30 days to decide if I am moving to Minneapolis - 90 days to move if I accept but will be let go if I don't

They will loose too many employees by forcing time back in the office. Employees have to many advantages by working from home. Less time on the road, less money spent on gas, clothes, food, less wear on vehicle, etc. They can have repairs, deliveries, etc, taken care of without taking time off. They have their own private bathroom and can make lunch at home. There is absolutely no benefit to the employees for being in office. Neither is it a benefit for the employer. Just a micromanagement tool disquised by colorful language like "collaboration" bs.

Are we serious with this non sense ? They don’t even come to the office , last meeting I was in with them they were in their PJs with a mess in the back ground … another one of aces excellent hires from the dregs of dead companies and terrible cultures .

Just found out today from a leadership call Verizon is closing down 30 offices across the nation, and everyone is expected to work from home now end of May is the effective date

I heard this is coming in late 2026

If I badge into the office, is that a day in the office, even if I also have logged in at home and had to authenticate through PingID on the same day?

Many workers view return-to-office mandates negatively. They often perceive these directives as stealth layoffs. Remote work was common five years prior. This situation has changed dramatically recently. The article explores these impacts on companies and staff.

https://www.bizjournals.com/bizjournals/news/2026/03/23/remote-work-stealth-layoffs.html

Higher pay?
Remote?
not AI first?
not using enough AI(Copilot)

Hello all! I am waiting for my manager to return from PTO so thought I would ask her till then as I am freaking out. My current assigned pulse point and where I live is Indy. However, my husband matched for a residency program in Galveston, TX. That is very near Houston tx which is why my husband applied there but that pulse point suddenly closed. Do you think the company will understand and let me be fully remote?

Denmark is encouraging people to stay home and use less gas. Hmm...

Novel idea. Be green.

RtO can GTH!

Due to the ever-so-relatable surge in global oil prices—and their entirely rational influence on corporate philosophy—Paramount will be transitioning employees and “eligible deputized staffers” to remote work, in a bold effort to conserve fuel and, where possible, coherence.

As we stride confidently into our next merger (and its inevitable sequel), leadership encourages everyone to remain focused, synergized, and deeply appreciative. After all, nothing fuels great storytelling like an ambient mix of layoffs, strategic redundancies, and morale that exists primarily as a concept.

A brief reminder on workplace etiquette: any individual observed leaving the office five minutes early will, of course, be subject to our standard disciplinary pathways—either ceremonially burned at the stake in the town square of Slack, or, more commonly, politely and vigorously chastised behind their backs by a carefully assembled menagerie of conflict-averse executives.

Let’s also remember: the office is where work happens—except when it doesn’t. Annual reviews have been streamlined into a more efficient delivery system known as “you’ll hear from us,” so no need to trouble yourselves with preparation.

In the meantime, please enjoy the complimentary snacks while they remain part of our shared reality, maintain a positive attitude, and avoid dwelling on contradictions.

All hands on deck—giddy up.

LOL..

RTO ages like fine wine.

https://www.yahoo.com/news/articles/people-urged-home-global-oil-091037252.html

Is it too late to go remote?

Oil is spiking with the Iran situation and gas is climbing. For anyone commuting 50 miles each way, that’s 500 miles a week. At 20 MPG, that’s about 25 gallons every week just driving in circles to get to the office.

When gas pushes toward $5, that’s $125 a week, or over $6,000 a year out of pocket just for fuel.

That’s not insignificant… That’s a real ongoing hit to employees for work we’ve already proven can be done from home.

Even energy agencies have said remote work is one of the easiest ways to reduce demand during spikes like this. Instead, we’re doing the opposite and forcing more consumption and more cost onto employees for absolutely no reason.

At minimum, this should trigger a shift back to hybrid or temporary flexibility until prices stabilize. Forcing five days through this just doesn’t make sense. If they want pointless 5 days they should pay for our gas.

Looks like Fidelity still offers remote jobs?

Some BLM buildings will close, everyone will work out of Corp South. It’s expected that there will be information regarding being in-office more.