#rto

No revelations yet, besides my expenses going up and feeling like they want to get rid of us. I haven't met new people, I haven't expanded collaboration beyond my usual circle (whom I communicate with online), and I most definitely haven't become more creative. I do focus less, and my productivity has fallen somewhat, so there's that.

Just saying.
The whole thing makes no sense.
Why come in at all.

OK, so I come in, 40 min commute one way, but it's OK.

Then I spend all day in meetings with bunch of folks who are not here, everyone is calling in.

Then I spend 40 minutes again going home.

The whole thing makes no sense, the higher up you go, the less of them are in the office.

I cannot do anything about it but it feels a little bit better after writing this. Sorry about the negative energy.

I have a hard time believing this is just about managing real estate.

Especially with gas prices climbing. And since raises don't keep up with actual inflation, the rumored 5-day RTO would fit perfectly with their plan to push out as many of us as they can.

Leadership is clearly on an attrition drive, and making people quit on their own has been a main goal of RTO from the very beginning.

This 4 days a week sitting in a cubicle is literally soul crushing. I worked remotely or mostly remotely for years before CVX and only came here under the guise of flexible work and I would give up an annual bonus and $30k a year to wfh. If the hiring market weren’t so dismal I’d already be out.

I heard through the grapevine that a certain role in the private bank is being switched to remote ahead of the RTO mandate. This role has pretty much ignored all previous in-office mandates and is 90% men. Not a good look. Managers in other roles are told their jobs are on the line if their employees don’t comply.

Due to the new Formula, you will have to come in extra days if you have Vacation and Sick time if you want to hit the 60%.

How is this legal? So 11 days was good, but now they say it’s no good because new rule is 14 to 15 days, depending on the month. Applies retroactively since January since expectations was to be in office…but for 15 days????

My manager says I am on a list for not being onsite enough from January to now. They are reporting out attendance percentages.

That's a rhetorical question, by the way.

This won't be layoff in the traditional sense, it will be realign/restructure/RTO for company needs orne forced out maybe some early retirement for people. But SF doesn't need layoffs when they can just pull the right levers and force people to leave. That last giant survey we did a few months back was just them finding out how far they can turn the dial each time to achieve the desired effect.
OP: @eb+1kp6mkfmf

Bumping this up for visibility.

Curious if anybody else works on the weekend and isn't seeing it reflected in the time tracking. I don't work weekends regularly, but need to be in the office for certain software changes/deployments. I've, with my managers acknowledgement, treated this as part of my RTO days, but now I'm out 2-3 days what was previously shown.

I'm not going to waste time going on and on about the same things but who is actually going in to work at 8/9 and staying till 5pm? Obviously RTO 5 days means working from the office all 5 days but there's no way in he-l the majority is willingly going to go from WFH to now commuting to an office just to sit there for 8 hours.

Curious if anyone’s been getting logged out daily. Thinking it has something to do with tracking for RTO

My hub has reduced trash pickup to 3 days a week, there are heaping piles of trash sticking out of the bins and spilling onto the floor. How about you?

I haven’t left my house since, ya know, the global pandemic that ravaged our world sent us all to WFH. So this new and unexpected RTO has taken a major toll on my anxiety.

My therapist wrote me a note to take to HR, detailing my agoraphobia, unfortunately to no avail. TODAY My manager said that my condition is not a valid excuse to not RTO and I will be expected to be in the office 5 days. I have not stopped crying since we got off our meeting at 4:50. I don’t know what to do.

Should I take this directly to the head of HR? Or the CEO? Any advice is appreciated!

With the new RTO tracking being through IP and not swipes, has anyone heard anything about if changing location from hub to branch would be an option? The excuse used to be that it couldn’t be tracked.

They give half-baked answers, I don't feel like asking any. F the policy.

But Employee visited maybe once a week or month. Additionally, there are various tools and adapters available that allow for remote access to different ports without violating any Information Security controls or processes (very simple tools on Amazon/Ebay).

The introduction of the USB New RTO policy, which includes a 2026 Talent and Performance Metric that logs hours at a hub or triggers a Performance Improvement Plan (PIP), has become a subject of humor within the corporate environment, often leading to memes that ridicule the corporate productivity policy and how not to be a CEO or how not to treat your employees.

How is this possible? We need to speak our truth!!

Here’s what Glassdoor has for USB:
U.S. Bank Snapshot
3.3 overall rating (out of 5)
based on 11,947 ratings
49% would recommend to a friend
29% approve of the CEO (I agree with this one)

Go in and let your voice be heard. I just changed my rating and gave my review based on the latest mess with RTO.

Google ATT RTO lawsuit.

Citi will be next to announce a 5 day RTO model. Almost certain the announcement will happen by July.

Today Trump acknowledged fuel costs would not decrease until November, if even then.

This is a really d-mb place to ask this but since I know this will get eyes...

I am a former employee who had an incorrect address listed under my FIS workday to get around the RTO policy.

How can I get at my W2 now? I haven't worked there in like 5 months at this point. Anyone know?

If they've botched this single issue so thoroughly, is it any surprise the whole business feels like it's about to tip over?

For decades people and culture has been the strength of AT&T. I was 33
when I started at T 14 years ago. Probably the longest employment I have. The folks who were in their 40s and 50s when I started are now retiring. I lost many people already to age and RTO and supposed this trend continues. Barring some directors, my team largely is full of college kids and TDPs. At this point, I feel like I am that soon to be 50 year old in an environment which is more toxic than my predecessors started. The circle of life continues and I now contemplating to start fresh elsewhere.

Just wanted to vent on the whole connect week policy for regional centers- I'm quite frankly embarrassed to hold client zoom meetings when in the office- that clients have to hear the background noise of loud talking, laughing and coughing. I understand the loud talking as we are all raising our levels to ensure our clients can hear us over our colleagues. I wonder what client's impressions would be if they could actually see behind the scenes. All the negativity I see & hear from co-workers on the fact they have to go into the office isn't helping my morale either. At the end of the connect week I continually ask myself why did I need to go into the office? Not only did I not gain anything from it other than another cold/ flu virus but feel demoralized & with less money in my pocket after filling up my car.

It says that Mac and VID data is still being fixed. My numbers are extremely wrong, but I'm skeptical they'll ever be fixed. Does anyone know anything?

I’ve noticed a lot of posts from employees who are feeling anxious, especially those with longer tenure. But if you look at the RTO and data science groups, most of the people who ended up on PIPs were actually under 40.
When a manager isn’t technical, they often rely heavily on the more experienced people in the team. Those employees frequently position themselves as “mentors” or “coaches” to younger staff — sometimes as a way to stay relevant. The reality is that in the age of AI and rapidly evolving tools, not everyone keeps their skills current, and performance gaps can show up. In some cases, that wrong team dynamic ends up putting younger employees at a disadvantage.
A big part of the issue is XOM’s structural design. Opportunities aren’t distributed evenly, and we end up having some people doing tasks for years.

https://www.hcamag.com/us/specialization/employment-law/former-att-director-alleges-return-to-office-mandate-drove-out-older-workers/570973

A former director is suing the company for age discrimination related to the RTO and relocation BS. She specifically cites Stankey’s remarks in 2023 about the employee demographics skewing too old. Too much to ask first but boy would it be awesome if they got nailed for this!

What kind of company changes rules and then publishes bad data based on those changes? If I can't trust the data now then why should I trust it next month?

It says, "NOTICE: In‑Office Adherence data quality has been corrected for most team members; however, VDI and some Mac users may still experience incomplete or inconsistent data. This notice will be removed once the remaining issues are fully resolved."

Leadership stays busy, just with all the wrong things. Great way to use resources efficiently, right? It'd be hilarious if it weren't crushing us in the process.

Why are we wven asking how to comply and trying to plan how many hours? PAY ATTENTION!!!! It doesnt matter when they are inconsistent and change the rules on a whim without appropriate consistent documentation and communication. If none of us comply then are they gonna consistently fire all of us? Some of ya'll need to watch A Bug's Life. 😆 There is more of us then them. Get off your knees and take the boot off your necks. Clearly their tracking is off so until they put clear consistent guidance what are you complying with and why? Lets all call in sick or take PTO for a few days. Let it fail and watch how tables turn.

Measure employee performance/success by a metric of number of hours they are seated in the chair at office and report this monthly in the "Talent and Performance"?

A Joke at a Fortune 500 Company.

Friday tomorrow. You know what that means. I’ll be in the office at 5AM sharp to drop off my laptop. I’ll connect to the LAN and clear my inbox, then head home around 7 to eat breakfast abs watch the masters. I’ll sit on the couch all day and drink beer as I watch every angle of every shot. Around 1 when I’m on the way out to the bar with the fellas, I’ll stop by the office to pick up my laptop after a solid 8 hours are logged. Nobody I work with is in the same office as me anyway so nobody can even question it. As long as your report shows 8 hours, nothing else matters anymore. I’ll check in again Monday morning. RTO has changed my life and now life is good. All you gotta do is “show up”.

How many hours does an individual need to stay in the office to count as a day?

Engage Gunjan Kedia to implement a performance metric that requires employees to remain stationary at their desks, focusing solely on monitor interaction. Her approach has been met with derision from peers across various departments, including HR, Legal, Tech, and Payments. Her methodology has been criticized for promoting an outdated cultural perspective within a major U.S. Bank.