#rto

Can these people get anything right? Why go there in the first place?

I understand there are no guarantees in job security and there have never been any with any private job. However, given the way RTO was implemented, how long can we assume the non-hubs can exist and folks keep working there. Is there a realistic CRE document or HR guide somewhere to see which locations are going away what year in terms of leases not renewing etc. I see Austin is a COE. Chicago and St.Louis used to be in there, but now they aren't. There are people working now in Charlotte. So, not getting any clarity on this.

Click on the links for other healthcare companies like Elevance, Centene, and Optum and you will see a very similar vibe as to:
1) abusive leadership trying to get employees to quit by using mind games of stress,
2) layoffs,
3) RTO return to office
4) H-1B Visa abuse,
5) Outsourcing,
6) Artificial Intelligence taking over human jobs,
7) Ageism regarding ERP
8) Racial discrimination against own American citizenship as well as those who happen to be caucasian in skin color
9). Etc. etc.

It is almost as though all these CEOs got together and instigated a plan.

A coworker of mine shared a picture he took of a rodent scurrying across the floor at the Colwell, Irving (Dallas) location. Isn't it lovely that employees continue to work in an office with this sort of issue? Reminds me of the Sky movie with Melissa McCarthy, where they had bats in the ceiling and droppings on the birthday cake at the office. Is this a RTO ploy to make more people leave? Drop a few rodents in the building every now and then?

NY Roundel team members were just told that they have to start going into the office three days a week in New York. Do we think a total return to office is on the rise for all team members ?

Does coming into the office over the weekend count as a badge swipe? Could I come in on a Saturday for a few hours and WFH on a mid week day? It's still 5 days a week I would think?

What are the odds we get an announcement upping your org’s RTO requirement to go along with layoffs? Double whammy slap in the face per say?

If leadership wants increased office presence they need to consider satellite offices. Almost two hour commutes because of Charlotte traffic is taxing. Is it helpful to have people together and stressed out because of the accident they narrowly missed coming in on highways with aggressive drivers? You want people in a facility then build facilities on all sides of Charlotte.

RTO updates are causing a lot of anxiety — especially for FT telecommuters. Signs definitely point to a stricter in-office push.

Worth noting: if you have an ADA accommodation (like ADD/ADHD), the in-office FAQ on The Source suggests they’ll “accommodate” by seating you somewhere less distracting and giving you noise-cancelling headphones — not by keeping you remote.

Some exceptions may exist, but don’t count on it. Remote workers and those with accommodations should both be concerned.

I work from NYC and was hired as full time remote. I don't think I will be able to move to Minneapolis. Hoping that there is no RTO mandate for people like me.

Anyone see the news articles as of today TD is laying off again before the return to work 4 day minimum?? I thought they already laid off the 2% they needed??

If Jamie Dimon thinks that coming to office 5 Days a week is good for all of his employees then you can be sure that his bff Charlie thinks the same way. Maybe that $3 billion dollar tower on Park Avenue was built for Charlie when he takes over his 69 year old mentor’s job soon.

I pull into the parking lot and finish my cup of coffee and the news.
I grab two very strong THC gummies and eat them.
I veg out at work all day. I log in to meeting after meeting where leadership and contractors or offshore employees repeat themselves, repeat their questions, and once again ask me to repeat my detailed instructions to the, I smile like i’m stoned but nobody knows. I am in a low iq twilight zone. After my meetings I get started on real work and am constantly interrupted by more low iq employees or new ones that had no business being hired. I enjoy two more THC gummies and smile my way to 4 and skate out the door. I enjoy RTO, i really do.

Has anyone seen this report? What is all on it? Is it a yearly average? Does it show login/logout etc? What have you been told on it?

Reading posts for far too long without contributing aside from a thumbs up or down.
All the bit$hing about layoffs and RTO can be summarized and understood by understanding the un mutable living fact. Which is, 100 MILLION of us will be displaced by AI by 2030.
Fact, not fiction. There will be civil unrest. There will be difficult times. This vast wasteland called T is the least of our worries, Look to your right and to your left. I promise you those employees will be unemployed.

So AT&T calls this their main and flagship office location. This office is a pathetic excuse for an office. I feel like I am in a 3rd world country.

There is no parking. Cars park illegally everywhere and drive over the speed limit. The parking they do have available is far back out by the dumpster.

Once I do make the walk into the office all the desks are taken and I have to work from the cafe. I have already contacted real estate about the situation, and they told me this is their only and flagship office available for drop ins in the Dallas suburbs. When I pressed them about parking and desk shortages, they told me I can take a shuttle from 2900 W Plano Pkwy, which is their CDO office and lengthens my commute further.

This company is pathetic. We have billions of dollars in free cash flow, yet we cannot have a respectable suburb office. 5 day RTO to improve collaboration, but now I have park out by the dumpster in the back and work in the cafe while someone warms up their fish lunch.

Wondering if any other business lines have heard about 4 days in office

Seems the RTO slow march towards getting people to quit without severance was a little too slow and AT&T did things the traditional way yesterday. Anyone have the contact details of the Business Insider folks? Gotta name and shame!

If this company is truly serious about cutting costs and improving performance, the most effective step is to end the five-day RTO mandate.

AT&T spends enormous amounts each year maintaining office space through real estate, utilities, maintenance, security, cleaning, and on-site operations. Industry data shows these costs average between $12,000 and $14,000 per employee annually. With roughly 150,000 U.S. employees, that means more than $2 billion every year just to keep offices running. If even half the workforce transitioned to hybrid or remote work, the company could save around $1 billion in overhead. Combine that with reduced turnover, since flexible work increases retention and engagement, and total potential savings easily reach $3 billion or more per year.

Some might argue that attrition is part of the point of RTO — that losing employees is a form of cost savings. That could not be further from the truth. The type of attrition RTO creates is indiscriminate. It pushes out talented employees, under-30 professionals, and people with critical institutional knowledge. The financial and operational cost of losing these employees far exceeds any “savings” from headcount reduction. Replacement costs, lost productivity, mistakes, and disrupted client relationships all add up, often surpassing the money “saved” by forcing people out.

The future of work is clear. Surveys from Gallup, McKinsey, and Pew Research consistently show that over 70 percent of workers prefer hybrid or fully remote work, and they are more productive and engaged when given flexibility. Companies that embrace this trend retain top talent, improve morale, and increase performance. Companies that ignore it face higher attrition, disengaged teams, and rising costs.

Ending mandatory RTO is not just the right move culturally, it is the smartest financial decision the company can make. It saves billions, retains talent, boosts productivity, and aligns AT&T with the reality of the modern workforce. The evidence is clear. The policy is failing, and the time to change is now.

I’ve been here just over 10 years since graduating college, and in that time I’ve seen it all. The broken promises, the bad decisions, and the constant spin from leadership. Through it all, I stayed because I truly like my job, the work I do, and the people I work with. I take pride in what I do and I’m good at it.

But this five-day RTO has crossed the line. If it doesn’t change before next year, I’ll be gone. And I’m not alone. So many of us who’ve stuck through every mess and every round of “transformation” are already looking elsewhere. It makes no sense to stay when other companies offer better pay, better benefits, and the flexibility we need to actually live our lives.

It’s time to face reality. The experienced people are leaving, the older generation is retiring, and the younger workforce won’t tolerate this outdated model. Keep pushing this policy and you’ll be left with empty offices and a hollow company.

RTO needs to be rolled back before it’s too late. The message is clear, even if leadership refuses to hear it.

Starting 2026. Need more collaboration ..

Stop! Just Stop!

We are all just complaining way too much about friggin’ everything.

Hug your spouse or partner. Hug your child. Sh1t, hug a stranger and you should feel better about it.

RTO - I know many of you were f&ck3d, but you gotta get over it already. Even us who had to relocate or are still under the threat of it. We all have choices even very tough ones.

RTO - yes, I wish there were much more respectful facilities and dedicated space. But the f&ck3rs decided not to step up and do so.

DEI - you gotta be kidding me. These “others” have been royally f&ck3d forever and you all are still b1tch1ng. They’re just trying to survive like the rest of us.

Leadership - I can’t explain how or why Stinky got the CEO job given his fingerprints all over really bad decisions but that’s how most corporations work.

H1B and Outsourcing - sure, they took some jobs but probably better for our country to get good talent in here. And, they’re just trying to survive too.

Libtards - yeah, they definitely over rev on “causes”, but they do mean well. Trying to help the have nots.

Conservaschmucks - they care too but come at it from a different perspective. Teach someone to fish but not endlessly give fish.

Just be friggin nice. We’ll be better for it. It is what any decent person would want.

And that’s all I have to say about that.

Unfortunately those impacted will likely be the team members who actually do the work. As a former Target HQ employee of more than a decade, I can tell you to look at SVPs, VPs, and Sr Directors who have no investment in the team in Minneapolis and no interest in returning to the office despite what they expect of their working teams. They are where the culture and the ROI breaks down but it will likely be the doers that pay the price for their leaders lack of clear strategy, general disrespect for the Target team, and disconnect from the Target consumer. Tip for Target, clean house at your leader level and watch your working teams thrive again.

I see a lot of talk about L6’s and up being the target of the layoffs, but I’m wondering if this is a chance to eliminate the remote team members, especially since the RTO mandates which is increasing in person workload for our in-office team members. Remote TMs also have no growth trajectory and most jobs posted are in-office required. Anyone have info?

The stock buyback plan seems to be working in reverse. Instead of creating shareholder value or paying down debt, billions have been poured into buybacks with nothing to show for it. The stock is sliding, the debt remains sky-high, and the company continues to cut jobs and force 5-day RTO as if that’s the solution.

It’s the same story we’ve seen time and again — billions wasted on DirecTV, Time Warner, Mexico, and now buybacks that do the exact opposite of what they were supposed to. Employees are the ones who pay the price while leadership keeps pretending this is all part of a “long-term strategy.”

How many more bad bets do we have to live through before someone is held accountable?

Someone posted the other day that this site doesn’t have useful information anymore. Well I’m offering up some right here.

I’ve posted before with insights on RTO being delayed, what the original RTO mandate would look like, how time in office is being tracked, and most recently the stricter 8 hour requirement. All before any of it happened. I’m nobody, but I’m uniquely connected to several people in key roles.

If you’re chuffed at the 8 hour mandate, then you’ll really be up in arms when productivity monitoring metrics start being rolled out. And they will be soon. This is already being tested and will be applied to every LOB. Those who say otherwise are either willfully ignorant or deliberate attempting to hide the truth.

We’re a full year into mandatory 5-day RTO and what exactly has it accomplished? The stock is tanking, morale is gone, and the “culture” they promised doesn’t exist.

Wasn’t RTO supposed to be part of some grand plan to save the company? To drive performance? To lift the stock? Because all I see is decline across every metric that matters.

So yeah, maybe it was just another lie. I’m done here. I thought I could stick it out but I can’t do this another year for this dog of a company. Best of luck to all!

Have the BAH holdouts been given an ultimatum to RTO or be terminated?

Next stop: sub $20. RTO isn’t working… time to adjust plans and policy in order to save this sinking ship

I keep seeing/hearing people say they are on some list for not being in the office 8 hours. If I was on this list would I know? I never do 8 hours, not even 2. As far as I'm aware I'm not on this list, why?

I haven’t been told to RTO yet, but I’m worried that may happen in the near future. I’m not in MN or DC, but my office is one of the next biggest after that. I got hired right before covid and have been working remotely the entire time except for my first few months. I’m technically assigned to the office and not officially a telecommuter, but I’ve only been into my office a handful of times the past 5 years.

Lately I’ve been thinking about moving out of state, which is a personal decision not related to RTO. I like my job and would like to keep it and work there remotely. Most of my team lives in different states, so this really wouldn’t change anything.

What I’m curious about is, if I’m suddenly told to RTO, would it then be too late to request to move out of state, something I’m thinking of doing anyways? Or if I’m told to RTO, could I avoid it by moving? Realistically I’m probably a year or so away from moving, but wondering if I should get going quicker if I need to do this before a RTO mandate.

RTO is really working!
“If you don’t like it leave” is apparently the same thing baldy said to our customers, and they’re leaving.

How is it that whether the 35 mile rule applies depends on which leader you talk to? Some executives are telling teams that anyone living more than 35 miles from a corporate hub will be considered remote, while others insist there are no mileage exemptions at all. I'm seeing teammates receive different rules based on their department or their manager.

If leadership intends to allow mileage based exceptions, those criteria should be published so everyone knows who qualifies and why, instead of decisions being made behind closed doors. Teammates, myself included, have reorganized their lives around previously communicated expectations about remote work deserve clear answers. Is there or isn’t there a 35 mile policy?

When will the email be sent ordering remote Phase 2 employees to RTO? I heard rumors it will be as early as January 2026. Anyone with intel on the matter?

https://www.forbes.com/sites/zakdoffman/2025/10/22/microsoft-teams-starts-telling-your-company-if-youre-not-at-work/

There’s been so much rumors about layoffs, but no rumors on return to office for remote employees? Has anyone heard anything about this or will those employees just be part of the larger layoff and we will still keep some employees remote? It seems to be at other companies they did a larger mandate of return to office for remote workers to try to eliminate jobs more organically. It doesn’t seem like that’s a rumor swirling, are remote workers safe from this rif?

Client success teammates received an email from Shelley today confirming that return to office 5 days a week applies to us as well. You can understand how taken aback we were considering we only have 2 months to adjust to this new norm. Not sure how they think the entire department will fit in all of the hubs 5 days a week with the space constraints. The worst part is that TM’s hired during and after Covid that lived hours away were told if they lived 50 miles or more they would be fully remote while the rest of us returned to work. Those of us that have been with the company for years that are showing up week after week are making all the sacrifices. How is that fair? Here’s the kicker: when it was Suntrust prior to Covid, we were on a 3 day work week so hybrid was never new to us it was always the norm. Do they not realize that the only thing keeping us here was the work flexibility? With that out the door there is nothing keeping us from jumping ship and looking for something closer with more money. Teammates take a stand together. We need to learn to stick up for ourselves and collectively say “no!” They need us. They can’t fire us all.

I am getting so sick of my Teams calls, meetings, and emails getting hijacked by team mates not in Dallas and literally talking so much that no one else has a chance. You guys aren’t the only ones who are working. We have to give our updates too and talk about our projects. It’s our company too. And this ridiculous RTO they are punishing us for in Dallas is because yall are actively annoying and hard to get rid off.