#rto

Posts mentioning hashtag #rto

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High severance employees targeted

I know alot of the items on this site give insight to what may or may not be occurring but I was recently let go and was here 27 years. I was pretty sure our department was going to have cuts so I was not shocked when I got the meeting from my manager for a random 1 on 1. What I was shocked about was that my severance which I was forecasting to be roughly a years check be dwindled down to 12 weeks due to me missing training by 2 days last year and RTO because I wasnt in office or on network long enough. I argued that this isnt fair and I was told the policies are in place for a reason so management is definitely targeting high severance people and doing what they can to make sure they don't get it. My case is not a one off either I've seen many others have the same issues here. I was in Westboro and all our jobs are gone to florida soon. Just please heed my warning and have common sense that this place doesnt want to pay a year upfront to anyone and will dig and find any reason not too. Im lucky im able to retire in a year so im not concerned about this too much, I just find It very sad this is how they treated me after so long.

#Severance #RTO #Retirement #EmployeeHappiness

JPL Layoffs - September 2025

JPL employees warned of October layoffs during reorganization

https://nasawatch.com/personnel-news/jplers-get-layoff-update-letter/

Companies and locations: NASA Jet Propulsion Laboratory - Pasadena CA, JPL Human Resources

JPL staff received an HR email referencing a Phase Two reorganization and potential layoffs in October, with warnings that a large portion of the workforce could be impacted by mid October 2025. The note also referenced return to office requirements for remaining teleworkers.

Employees were advised to update personal contact information and to move personal items off JPL devices, highlighting the seriousness of the restructuring timeline.

#Layoffs #Reorganization #RTO #HR

What We Deserve

It's become so clear from this forum that we all hate each other and cannot agree to collectively take action on anything.

This place has become so miserable over the last few years I'm actively rooting for Juan to announce the end of remote at this point so we all suffer.

#RTO #Culture #Morale

Office work - not for me

I gave it a chance and tried going to the office in Bratislava 5 days a week. My assessment is that it is a total waste of time and money, since most of my colleagues are in the USA, I just sit among strangers. Zero collaboration, zero added value for the company. As a person from the IT environment, I receive offers for remote or hybrid, it is probably time to reflect on them and leave. Life is too short to fulfill the wet dreams of outdated management.

#RTO #WFH #Culture

Do not go into the office 8 hours a day

If we all band together and collectively don’t follow the 8 hours in office, it’ll create so much extra work for mangers, hr, etc. The documented discussions, write ups, pips, involving HR.

They are already extremely tired of hearing and talking about RTO.

I’m not saying don’t go in at all or coffee badge. Get your 3/4 days in and stay 4-6 hours. But don’t do anymore. Show them that we are willing to go in and put our time in but not for 8 hours.

#RTO #ReturnToOffice #Culture

RTO Mandates

First.... employee RTO mandates looming at Big Green while outsourcing many positions to contact labor that won't be subjected to RTO like employees. 🤔🤷🏻‍♀️

Second....
https://www.inc.com/joe-procopio/return-to-office-mandates-are-about-to-backfire/91244646

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#RTO #ReturnToOffice #Outsourcing #Layoffs

@OP+1k65v2bkx: Your frustration with the 8-hour RTO mandate is spot-on—expecting 4am office arrivals for India calls is absurd and screams mismanagement. The badge-tracking data, as you said, is a legal landmine; law firms could feast on it for discrimination suits (e.g., targeting women or over-40s, per @av
). Morale’s in the gutter—Glassdoor’s 3.7/5 culture score and 2025 Worker Stress Survey confirm it. @bm ’s right: this isn’t about coffee badging but execs chasing stock prices while alienating talent. Wells Fargo’s solid on paper (A+ Fitch rating, 5-star BauerFinancial, >10% CET1 ratio), but its toxic culture—echoing Tolstedt/Stumpf days—drives churn.
To show regulators and outsiders how bad it is: Log RTO impacts anonymously (e.g., Google Forms) and tip CFPB (consumerfinance.gov/complaint).
Flood Wells’ engagement surveys with blunt feedback—leak results to media.
Post on X (#WellsFargoRTO) or Glassdoor to amplify.

Collective action is key—solo moves risk retaliation. @aa+1k66fwnj9, keep planning that exit; this bank’s stable but broken. #RTO #Morale #Banking

@OP
+1k66fwnj9: Your point about employees “checking out” and doing the bare minimum under Wells Fargo’s RTO policy rings true, and it’s a symptom of deeper issues. I wouldn’t call severance a “golden parachute” either—those are reserved for executives, not the rank-and-file waiting out retirement. The churn you mention, especially among younger talent, aligns with what I’ve seen: Wells Fargo attracts good people with competitive pay and benefits but loses them fast due to a toxic, command-and-control culture. @aa+1k66fwnj9, you’re wrong. The bank’s reputation is not universally “evil” --especially outside these walls—millions spent on PR post-account scandal helped. But let’s look at the numbers to see where Wells stands. Using the following prompt to evaluate Wells Fargo’s performance:
"Provide a detailed evaluation of Wells Fargo’s performance as a bank, focusing on its financial health, regulatory ratings, credit ratings, and customer satisfaction. Include regulatory assessments (e.g., CAMELS, stress tests, asset caps), credit ratings (Moody’s, S&P, Fitch), insights from research/surveys (e.g., ABA, BauerFinancial), ‘too big to fail’ status, and key financial metrics (e.g., ROA, capital ratios, revenue growth). Use recent data and cite sources like FDIC or Federal Reserve where applicable. "Here’s the reality: Wells Fargo is financially solid but struggling with trust and morale. It’s a G-SIB (“too big to fail”), with ~$1.9T in assets and a 2.5% capital surcharge, passing 2025 Fed stress tests (CET1 ratio >10%). Credit ratings are strong: Fitch (A+, stable), Moody’s (A1, stable), S&P (A-, stable), reflecting resilience despite litigation risks. BauerFinancial gives it 5 stars for safety, and ABA surveys show 94% customer satisfaction with service. But dig deeper—consumer reviews (e.g., WalletHub) average 2-3/5, citing fees and poor service. Accenture ranks Wells mid-tier for digital experience, and employees on boards like this echo psychological strain from rigid management. This bank’s size and stability draw talent, but its culture—evident in RTO pushback and your “checked out” colleagues—drives them away. @aa+1k66fwnj9, you could retire and thrive elsewhere, like I did, building a business with less stress. Management’s policies, from RTO to past scandals, keep morale low and risk another PR hit. Charlie’s leadership may not land him in jail, but 200,000 frustrated employees venting online isn’t helping. My advice: set boundaries, plan your exit, and don’t bank on a “parachute” from a bank that’s stable but stuck. #RTO #Morale #Banking

RTO policy isn’t going to make people quit

Most of the people in my building are 50+, many 55+ and 5-10 years from retirement who have long checked out and are just waiting it out for either retirement or to get their golden parachute. RTO is only making people more checked out and they are just doing the bare minimum and playing the game while cashing their paycheck which I see no problem with. The only people I see who might leave are a few younger ones who might be able to find remote work but those are definitely the minority. Another failed policy from WF and management is always wondering why this company doesn’t attract talent and morale is low….

#RTO #Morale #Banking

8hr a Day? Bridget and Charlie...the new Tolstedt and Stumpf

My group wasn't told this, who said this? I have most my calls from 6am to 10am with people in India. Do they expect me to get up at 4am to get to the office by 6am to take these calls? It's not going to happen, and i don't like threats. A word of warning to management. You track this stuff, you now have discoverable data that any outside law firm can get a court request for.. They will love to slice and dice that data to see different classes of workers doing different hours. Law firms love suing big banks for stuff like this, and with data like this, its a gold mine.

#WorkingHours #RTO #Policy #LegalIssue #Banking

New RTO guidance is complete BS and lies

So the guidance is that you need to work a full 8 hours but should still feel free to pick up your kids or attend medical appointments etc? I literally asked what happens if it’s snowing and I need to leave a little early to pick my kid up before school closes or my kid is sick and I need to get them and the answers was find a way to be here 8 hours/ find another day to come 8 hours or you risk being ‘noncompliant’ which may impact your performance LOL so the real answer is that the RTO guide that was sent to managers is straight up BS and there is zero flexibility for unexpected events. Feeling so tired of this company which I’ve foolishly worked hard for all these years. We are truly unappreciated and disposable.

#RTO #ReturnToOffice #Policy #WorkLifeBalance

Slow service rollout for re:Invent?

Why is Matt Garmin complaining ??? Slow rollouts were self-inflicted !!

With 27000 layoffs, ridiculous RTO commutes, massive attrition, obviously rollouts will be slower. Vibe coding/Kiro just adds to the problem - having to fix all of the broken that MCP Servers introduces. Why not just hire talented remote devs, comp them well like NVIDIA? Problem solved!

And his release of Q was also a disaster at re:Invent. What's the point of rushing releases ??

#RTO #Attrition #Rollout #Layoffs #Leadership

What do the rto reports look like?

I’ve been trying to figure out how to drop off kids work 8 and pick them up. With no notice this is ridiculous. So I think my option one day a week is to drop them off and then head back into the office in the evening and sit there. So do the reports just so first in. And last out? Do they calculate gaps? And don’t play the curse on you because you have kids or pre-Covid . This was never a problem before because I always get my work done, work late if needed and am an adult.

#RTO #BadgeSwipes #Policy #WorkLifeBalance

No Confidence Vote

Wanted to bring up something that has been bothering me for quite some time, and I believe it's important for us to have some meaningful discussion about it with those charged with the responsibility. Have you noticed that none of the senior leadership team ever formally addresses any of the serious concerns raised on this forum, Peakon surveys, or other feedback channels? Significant, non-trivial concerns such as offshoring plans, aggressive US layoff plans, loss of experienced workers, hiring freezes, shifting workload concerns, RTO policies, office closure plans, growth hubs vs. non-growth hubs, separations vs. severance plans and decisions, work-from-home status, and quality of life concerns are all left unanswered.

All the management rhetoric we've been programmed to embody in our core pillars and principles now feels empty and hollow. It feels quite odd and frankly, very disheartening, that these significant issues are continuously brought up by employees either directly or through forums like this but never receive any formal acknowledgment or response from senior leadership. Why is that? How is it ever acceptable to continue to ignore these employee concerns? Where does SH and the People Team stand?

It stands to reason that it is crucial for this leadership team to be transparent and responsive to the concerns of their employees. Addressing these issues head-on would not only provide clarity but also help in building trust and improving the overall morale within the organization. Given the widespread fear, uncertainty, and doubt that continues to spread, is there any reason we should be confident in our future success or direction with this firm? If we can't answer this question with absolute certainty and conviction, then clearly a restart is the only option.

#Leadership #Layoffs #RTO #Offshoring #Morale

The Wells Fargo Way

Create a problem (mandated time in office), then waste inordinate amounts of time, energy, and money developing the solution.

And before anyone wants to spout off about a return to pre-pandemic conditions, I would like to say that before March 2020, I could work at home any time the need arose. My hours, my location, my badge swipes, my IP address weren’t being captured for purposes of senior leadership developing a better mousetrap.

#RTO #Policy

BNY sublet at WTC

BNY has officially taken on a sublease from Condé Nast for four floors totaling over 192,000 square feet at One World Trade Center.

They claim this is to support renovations at 240 G… but that doesnt add up.
RV spending money over working remote.
It seems the RTO space issue will be solved.
5 days a week in office coming next.

#RTO #OfficeSpace