#rto

Does anyone remember when these RTO reports started going out to managers?

What will say? Will it include a new RTO policy?

When I first joined Fidelity my team/business unit were almost entirely in one building. We had a small India team but on the whole we were co-located. Over the years with technology and pandemic everything fractured and folks were more and more on little islands. Now, there are maybe 10 people out of the hundreds I work with that are in the same location.

I suspect that the long term goal of RTO is get back to a heavily co-located site strategy and they are trying to figure out how small the team can be to reap the benefits of co-location. I don’t think it will reach the “whole business unit” level, but I think we will see more and more location locks happening for job postings as the move for building capacity strategy to team co-location strategy.

In five years things will look very different.

How much of a factor is this? Anybody remote and anxious on this board? I am freaking out but trying to stay collected. My husband was laid off in September from a large tech company - what is going on with all these layoffs etc, it feels like everything is falling apart. Darn.

Iv noticed majority of roles eliminated in social forums and my career networks are showing up as remote, numbers are increasing. Makes sense with the new RTO structure. Dang.

How do we go from record profits to massive layoffs and mandatory FT RTO?
Seems the cost and usage to heat, light, etc is greater than it was when we had hybrid. Am I wrong? And how did hybrid be so scorned even with blow out profits?
It isn’t computing…what’s the rationale? Really, it seems illogical to me. Not being snippy I really don’t think this makes sense on any level.

I feel like this was one of those things in which dell implemented, went hardcore on for a year or so to scare and instill fear into people to go to the office, then quit tracking. There is zero reason as to why they would actually TELL us they aren't tracking anymore so... I have my doubts they care now simply bc I havce heard nothing about it for like 9 months at this point.

It's one of those things IMPO, in which once you instill that fear and enforce it for a while, people become sheep and do as they are told until told otherwise. Basically, they put enough fear into RTO's to continue going in - even though nobody gaf anymore.

And for you mo--ns, YES. It has always been tracked. WE KNOW! I'm talking about them actually giving af about people going in. You know, the whole badge swipe system that we could see and they made a big deal about...

Westlake - Full RTO announcement coming end Q1. All non-client facing associates are required back in full time in Q3. They will be renting a building in Plano and will designate certain teams to the site.

Between the constantly changing, unwritten RTO policies, looming mass layoffs, and the lack of clarity around the company’s direction and the future of our roles, it’s hard not to question what the point of it all is.

Why are we wasting hours commuting, spending money getting to the office, and sacrificing valuable time when the same company is leaving employees in the dark about their futures?

If companies aren’t showing loyalty to their employees, why should employees continue going above and beyond out of loyalty to them?

At some point, you have to prioritize yourself. Maybe that time is better spent updating your résumé, applying for new opportunities, getting your finances in order, and preparing for whatever comes next.

You can be professional, do your job, and collect your paycheck without making a company your priority when it clearly isn’t making you one.

At the end of the day, a company is going to do what’s best for its bottom line. Maybe it’s time we started doing the same for ourselves.

I’m out at the end of the year! For those in RTO sites, did that impact your decision? It accelerated my timing by 6 months.

Since the topic continues to be discussed in bits and pieces across multiple threads that were ori

Has anyone heard any information on if or when some of the call centers are gonna close? Rumors have been going around for a couple years now and it seems like even with the RTO , we are short a lot of workers at the center that I work at and that’s a little disturbing to me. I’m older so I don’t know if I can find anything else. Any information would be appreciated. Oh, and I work in the southeast..

I've been hearing rumors about 5 days in the office starting in January from people in different parts of Ford. Any insights on this?

How many days are y’all going in a month? Is there anyone who consistently takes Friday’s as a WFH day and hasn’t gotten reprimanded? I am trying to balance my mother’s caregiving schedule/appointments but trying to stay off the watchlist. It’s sad it’s come to this but here we are. God forbid we allow a little autonomy to get both their work and personal obligations done without feeling like they’re doing something wrong.

I'm under JZ then 2 H1B vp levels. Then Sr Director and Sr Mgmt offshore level. Sr Mgmt level and above for our team just does reporting on projects that they ask us workers to do for them to hand it to the next level. I was put on a RTO "bad" report for CA because I was out for vacation. That's not taken into consideration for being in office 4x's per week. My offshore leaders don't care. My India co-workers only come in 10 days per month to stay off the list. Job openings only show MN and WA need to be in office 4 days per wk. Is this so that Optum can claim that they are doing this for those state tx purposes when really it's due to country of origin, which is illegal? They are having US workers RTO in many states and not just MN and WA.

Hearing rumbling about RTO emails and/or a voluntary buyout coming in the next week or so. That would be on track with the timing of when it happened last year. Anyone else hear this or get more details? Wondering, if they will offer volunteer to opt out in international markets as well..

Senior leadership has a metric to review every employees’ productivity across LOBs. They review the metric every quarter. RTO is not about sitting in the office, RTO is about delivering in the office.

Some people are saying some of us will be in a new office by next March. How would we know if we’re destined to go to a new office? Doesn’t Abby know about the serious gang of Waraq that runs that town?

Anyone heard any rumors about when Westlake RTO will take place? And if they are leasing more space?

Nah, they’re not laying us off on a Friday. The 5 day RTO mandate is far too important for that. If they didn’t get to us earlier this week, they’re clearly planning to keep us around for Friday. Thanks David!

I got IP last year for bad RTO adherence, my manager tried to change it, but HR was firm. If I apply to a new role today will a hiring manager be able to see that? How far back can they see my rating?

Anyone hear about 100% RTO for everyone in Smithfield beginning in March? I have no idea where they would fit everyone but people in my organization seem to think it’s going to happen. Can’t wait for the 30 min + it takes to just get off campus to increase. My group in Institutional is incredibly micromanaged now and each change they implement undermines our ability to service our clients. It’s horrible.

Has anyone seen any actual numbers or anything that looks like legit data collection from this thing? All we have gotten so far is AI slop emails from a couple higher ups claiming participation is up (duh, you pretty much forced us to take it) and everyone is "happy with leadership". Are they just trying to gaslight everyone now with these things? There is absolutely no way in he-l the scores are better than where they were a year ago before layoffs, the fallout of said layoffs, and RTO mandates were in place. The scores last year were in the toilet too.

This is so cutthroat right now. Really sc-mmy so unprofessional below Fidelity’s caliber this FT RTO. Pouncing on people like a land owner for all their serfs and indentured servants.
I’m not quite sure the full vesting is worth my self respect.
These people have stocks up their 🫏 they’re so uptight.
Should we all have a time card system now like the coal miners?

Is the 60% being altered in anyway? I keep hearing people in office on calls talking about rto, office, etc? Is there something else coming down?

Does anyone else deal with inconsistent RTO expectations within their team?

For example, some employees are expected to be in the office from 9 to 5 every day, while others regularly use 2–3 hours of sick leave each week to avoid meeting the full in-office requirement.

Some employees seem to receive exceptions or waivers even after exhausting all their sick leave and PTO although they do not qualify for any sort of accommodation.

I understand that individual circumstances may vary, but shouldn’t RTO standard or expectation be applied consistently across the team?

Curious if anyone else has experienced this and how their management handles it.

I think the guy deserves a bit of recognition for not doing his job. Barely visible but keeps asking the rest of the managers and others to come in the office and visits clients. When was the last time he went on a visit or traveled?

Heard from others he is either home or quietly leaves by 2PM at latest.

Maybe he could advocate for better compensation for consultants in high cost locations - set an example for others SS

Set an example for other SS.

Since this company loves RTO and in-person “collaboration” are there any plans to build a new regional site? Would a new campus possibly be built somewhere closer to civilization and not in the backwoods of NH or KY?

I know a few people, and I'm also looking for something else. Still, it looks like it's fewer people than I expected.

Wondering if this is something they announce to Wall Street during earnings as part of the "transformation". Just my own speculation.

Just when it couldn’t get worse. Meanwhile, some in the C Suite have probably never been inside a Humana property.

Anyone have any insight for the new mile radius for the hybrid employee ??

I have no insider information but another week and I keep seeing people across the board in the organization (mostly those who are financially independent or can afford to retire) writing good bye messages on LinkedIn or announcing retirement. 3 new cases again today, and I am one guy.

I understand that they over hired during the pandemic and need to slim down. However, this method of cutting people and pushing them to call it quits is going to hurt this company in the long run. We are being asked to operate as if some people who have been here for a while are not going to be around in Q1 next year. I don't think they'll need to do another RIF, they're counting on people quitting voluntarily.

Please share these types of developments of you are seeing them around you as well.

My food bills have doubled from going into work every day now thanks for the cut in pay it’s great.
I don’t want to see my gasoline cc that should be coming this week
It’s almost criminal what they’ve pulled on us.
There just does not have to be a need for every single employee to come in every single day.
Oh wait.
I forgot only a few locations (boston) are getting the ROYAL SC--W JOB!!!
Wow how to totally disenfranchise 5000 employees.
Do you think your wealthy clients know you’re sc--wing the very people you depend on to carry the Fidelity torch?
I think not.
😡

Interesting survey from Inc.

• The ‘RTO tax’ costs workers time as well as money
• The average office worker is losing more than $6,700 a year to the "RTO tax,"
• For those who need childcare, the "tax" more than doubles to $16,538.
• If we’re asking employees to return to the office, we need to help them get there.
  https://www.inc.com/bruce-crumley/the-real-cost-of-rto-isnt-lost-flexibility-workers-pay-6736-a-year-just-to-show-up/91414492
  LinkedIn discussions https://www.linkedin.com/news/story/the-true-cost-of-rto-6700-a-year-or-more-7668724/

Is there any proof RTO is going to be a primary factor for layoffs?

I have heard from a VP that some time in 2027 they are planning to announce RTO for tech workers and also going to consolidate management levels.

RTO targeted for mid 2027 official for everyone in Austin and Atlanta. Everyone else remains remote.

So apparently if you didn't average 3 days in the office over the last three quarters, you may not qualify for an Outstanding rating or a promotion.

Is this actually confirmed? And how are they calculating it? PTO, holidays, business travel, manager-approved WFH?

The part I don't understand is how you can apply this retroactively. Someone could have delivered everything their manager asked for and still get penalized based on badge swipes.

Does anyone actually know what HR is using to calculate these averages? Can employees even see their own numbers?

goodbye honeywell.
heading to intel. plenty of jobs for managing contract manufacturers.
took me exactly 1 day to get an interview and offer.