#rto

ALL they care about are badge swipes. That's it. Swipe your badge and you get a gold star for "going to the office."

But does anyone ACTUALLY stay for a full workday? I mean, I drive an hour to the office and stay for 1.5-2 hours and then go home because why stay? Cafeteria food prices are way more expensive than ever and none of the food is not worth the price. One person on my actual team goes to my office and we both leave at the same time. Which is typically 11:30-12pm.

Which is exactly what they want. Only the most desperate will relocate to Texas cookie cutter he-l. RTO and FTW is ki-ling a once great American company.

Have you seen any enforcement measures around RTO? (I.e. HR contacting you to engage with employees who aren't meeting the 4 days in office requirement?) Or any of those employees impacted with the recent layoffs?

My takeaway from today’s call and the chatter on this board is that RTO monitoring as it stands, is a credibility problem of our own making. We are asking employees to comply with a policy that many in leadership (including HR) itself is not following. Let’s call it what it is, enforcing RTO requirements from home isn’t just inconsistent, it’s indefensible. Either we empower and trust managers to run their teams and have discretion (yes!), or we require leaders to meet the same expectations. But a NI or termination for non-compliance while managers and HR deliver that from their couches looks pretty bad.

Someone said when they asked if in office mean 6 hours or 8 hours and the response was they are tracking people to be in office 8 hours .
Wtf!

This can’t be real, no one is staying exactly 8 hours a day in office

This isn’t real

Or is it!???

People on this forum need to start citing real evidence. No more rumors with no proof.

This site is loaded with comments of actual and observed layoff behaviors. Check the new and active discussions if you are new to this site. BNY does not announce layoffs since their goal is to circumvent federal and state WARN Act notification requirements and to avoid employer payments to State Unemploument Insurance (sUI) in the event layoffs are publicized. BNY is very unusual and would never admit to layoffs. Instead layoffs are referred to as strategic realignments. They are continuous, systematic and calculated to support cost reduction and location target goals, eliminating experienced workers without severance, sending non-client facing jobs offshore. BNY also “we-ponizes” RTO policies and uses mandatory performance rating targets and forced below expectation ratings to expunge workers using PIPs. To add insult to injury, the company now has flatter or-a, changed the VP/SVP/Director pay structures, capped annual wage and merit increases (with 0 to 2 percent increases being the norm), created labor pipelines with state colleges and universities to maximize state and local tax credits, closed real estate holdings, increased the number of days required in office, and accelerated the reduction of all work from home associates. While these behaviors are not technically considered layoffs, they are designed to promote voluntary attrition. This company has created a place where there is a toxic culture and no psychological safety for anyone to speak up. Senior leadership and EC is highly scripted and does not promote an environment of openness, trust and transparency. Sure there are posts on LinkedIn from EC and chapped lips supporters singing praises, but that’s mostly to protect their positions and personal brands on social media as “hands on leaders” or “emerging leader wannabees.” Again, if you are new to this site, suggest you read through the comments to learn more about the layoff topics and comment history. The picture very clearly describes what’s going on here. The EC goes out of their way to create false optics of rainbows and unicorns. This site is for truth telling in a psychologically safe environment that the EC has intentionally, consistently failed to develop and maintain.

This deserves its own thread. OP: @ar+1kmt70t6q

I read on another thread that individuals have up to 30 days to update their RTO days if someone mistakenly missed putting in a WFA/PTO/Sick day. Is that written anywhere? Is this new?

I was let go in 2025 and one of the reasons was that I did this, even if it was inadvertently.

I’m just curious if this is in writing anywhere and when in was put in place. If someone could send me the policy if it is indeed included, it would be greatly appreciated!

Thank you!!

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)

Once again a large police presence on Stanwix street yesterday late afternoon when a wanted female was chased and apprehended on federal firearm charges along with charges related to carjacking, kidnapping and robbery. The streets around the PNC buildings are littered with crime, dr-gs and the mentally unstable. Just steps from the PNC headquarters on Wood St. is a large bus stop where I have personally witnessed fights and dr-g use. Plus the weekly uncapped used needles on the sidewalk. PNC's RTO message in January did not mention a single thing regarding the crime in the streets or the safety of the employees. So while the executives and Bill get executive protection what do we get? A 1.5% raise that will be eaten up by commute costs in just 6 weeks.
For context I have been remote for a few years and have not had to deal with daily crime of the Pittsburgh streets. I feel fortunate to have that option. Crime wasn't as bad when I was in the office.

Sure all big cities have their problems and this is nothing new for Pittsburgh. Unfortunately the city has only gotten worse. Don't get your hopes up because the NFL draft is coming to Pittsburgh and the city workers are attempting to make things look clean and inviting. Because as soon as the draft packs up those "nuisance problems" will be back.

So how do we defend ourself?

Here’s what’s going on:
If you are hybrid, you need to be showing up in office for full days (6+ hours) 3+ days a week.
This is now in Workday as a goal.

3+ days, nothing new.

Why 6+, because that’s classified as a full day. This is due to people scanning then leaving. This is also due to people who should be in a hub but when their leader sits elsewhere, the employees end up working elsewhere. Like, while taking an undisclosed vacation somewhere.

I have personally witnessed the coffee badgers in office. Show up about noon, gone about 2:30.

That’s why they are implementing the full accountability. So yes, it’s true. Can we stop with all the rumor posts now?

You heard it here first bi--hes

Another wave of RTO emails went out today. Just like this place to send out bad news on a Friday. RTO date set for June 15th for those who got the email.

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

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

Milk Dell for money every way you can if they aren't gonna share the wealth of their supposedly "great" 2025 year in which they earned a record breaking 120+ BILLION dollars. Only to turn around and give minimal raises, no promotions and a pathetic bonus modifier... 126% is pathetic. I did the math and it SHOULD have been around 140% modifier.

A) We have a $500/year fitness reimbursement program. - This program does not include shoes or athletic clothing anymore so, I went and got myself an expensive weight set that I don't need. Submitted the receipt, got reimbursed, and went and used that money for some nice new athletic shoes instead and still have another $300 to spend!!

Training - go hog wild. Find some courses that you'd never pay for and have them pay for it. At the very least you can say you took the course and gained knowledge - resume builder as well! Dell doesn't check or care if you ACTUALLY get the certification btw. But if you actually go through the course(s) it's just more knowledge you have for other roles - inside Dell or externally. Go get those SANS courses!! 10k a pop!

There is a budget on insperity points as well (which we are taxed on btw) so, what exactly is there to work for if raises are minimal, bonus's are half cocked, and promotions are MIA if you live in the USA?

I would quit but I actually love my job and what I do. I get paid good money for working like 25 hours/week and enjoy everyone I work with so, I also hate that RTO is 5 days/week but I choose when I go in and how long I stay so...

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?

Was informed we need to be telling management what 3 days we are going to be in office each week. If we need to change a day we need to be letting management know. This feels beyond the rto requirements. If we are hitting our 11 days a month why does it matter what days we are in office. The micro management is at a all time high. Is this happening across the board or am I just lucky?

What is the future ? Will there be any layoffs as part of this merger ? Any updates to RTO ?

I guess I am creating this thread for us who want to vent. Type away.

So that’s why they have that stupid new goal about being present in office or some garbage.

Man, what about those of us that take long and frequent bathroom break because we are old and have fiber and bladder problems??? Every trip to p-e takes over 10 minutes to walk back and forth, and it takes a long time to empty it out because it drops so slowly as a 60 years old.

I am so glad I am retiring this year. I feel horrible for the young folks and all the folks that were hired as WFH and took a lower salary, now have to spend money to commute

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

They really want people on-site. Guess this will decide what site is next on the block.

They should be sent out before EOD today. It's going to be a good news for many.

Will HR make him send an email with an official apology or will 3000 RND employees be quietly told to ignore him? Either way confidence is lost.

He fired the testers causing an explosion in escaped bugs. BH apologed for him.

His rolling reorg has slowed work so badly that he thinks T-TH will fix the mess he made. Will the reorg ever be code complete?

He put US RND teams under the direction of an inexperienced director in another country with a 5 hour time difference. How does that help in person innovation?

He split Viya 3.5 and 4.0 RND teams putting them in competition ki-ling any chance for a smooth customer upgrade.

He has not developed one working GenAI SAS model after two years of trying.

He gave up a 19 point lead in the NCAA tournament.

Anything else?

The return-to-office mandate seems to apply only to rank-and-file employees, as leadership and management remain conspicuously absent

We Put People First
It's the companies time to make employees feel valued for their efforts! Workers are foundational to corporate success, so it's important to make them feel empowered and valued.

We Power Potential
Unfortunately all the toilets exploded in the Englewood Office while scheduled repairs were being done, and let me say the smell was nefarious and permeated the entire office.

We Value Diversity
At the water cooler, the horrible smell was all people were discussing. This is much different than normal mutual agreement of how much time and energy is wasted sitting in traffic . With these new conversations about the smell of human waste, I have some new business solutions. Truly water cooler conversations are critical to business success, and I'm frankly surprised we even schedule meetings anymore when we all know without the water cooler, we could not succeed.

We Do the Right Thing
I can think of no better irony or metaphor to USBs RTO approach. Employees are forced drive to work, with skyrocketing gas prices, during dangerous protests, and in in climate weather - all to take remote meetings in a a noisy distracting environment, that smells like human waste.

We Value Diversity
But that's just the smell of collaboration! And an accurate reflection on how much the company values the contributions and work that actually builds the company.

We Stay a Step Ahead
Sure the bathroom maintenance could have been done the previous weekend or after business hours, but how could we smell our own success if we did it while people weren't there to enjoy it.

Any insights on discontinuation of AIP? Also, hearing that Director level and above will have some form of RTO mandate.

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.

RTO 3/4 days a week: some managers in Risk are not enforcing it, letting their good butt buddy cronies slide. Why bother commuting for nothing but Teams meetings, when the guy next to me is getting a pass?

Wells Fargo is no longer a meritocracy, its a cronyocracy.

A lot of quiet quitters and underperformers on this forum

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.

Which of these does AT&T actually care about?

Silly question, we already know. Sure, fuel is expensive but people are even more expensive. Think about this, one mediocre L2 PM can cost the company upwards of $200k. That's 40,000 gallons of fuel necessary to keep our fiber team doing the only thing we can do to make money.

If the federal government were to issue an emergency order requiring companies to reduce road and air travel by 1/3rd in exchange for other tax incentives, you can bet you're behind AT&T would jump on board. Remember, Stankey's AT&T is all about the dividends. 100% RTO and relo are severance-free layoffs. Fewer employees = more free cash = better dividends.

States have spent billions on trying to keep drivers off the roads. Companies like AT&T could not care less. The environment is only an issue when it is trending. Just think, in the DFW metroplex, we have millions of cars on our roads every day. A 30 mile trip in your car produces upwards of 25 pounds of CO2 gas. So, 1,000,000 cars produce 25 Million lbs of CO2 gas, every 30 miles! Think AT&T gives a shot? Nope. There's no money in it. They are like little parrots saying "return to work, return to work, return to work"

So, we can complain or we can find other jobs. And, despite the loser narrative, there are jobs. Its just that working at AT&T is bad for business. We aren't exactly in the 'highly sought after' category. Fact is, AT&T loses a lot of smart people every day. Smart people find jobs. Most of us, however, stay because this is an easy ride for ridiculous $$$. We all know it, so let's be honest. Who here actually works a solid 20 hours a week? Do you really think AT&T doesn't know that they have created a company of slackers?

Fuel Cost, Pollution, or Lazy Employees working from home; which one do you think AT&T cares most about?

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."

Not at all. They've been looking for any excuse to cull the herd.

They're just je-king us around, aren't they? Maybe they'll tie it to a gas price threshold - check the pump each morning, find out if you're driving in. Next-gen attrition tactics!