#rto

One of your best opportunities to voice displeasure with Trane is to leave a negative review on company review sites like Glassdoor or Indeed before you sign any severance agreement (or even after, if it allows). There is power in numbers, and it's time for the company to feel some pain related to its recent poor decisions.

This is an opportunity for you to warn other good people and hard workers about this company and its executive leadership team. Nothing brings about change like public pressure and a dose of shame. You can make a difference!

So this is what a “market-based” company looks like? Since John Stankey took over as CEO in 2020, AT&T’s stock has gone nowhere, bouncing between $14 and $24 while billions were wasted on failed acquisitions, buybacks, pointless reorgs, and the most tone-deaf RTO policy in corporate America.

Five years in, zero shareholder value created. Billions burned. Morale at rock bottom. The “market” isn’t buying his strategy, and neither are the employees who actually keep this place running.

If Stankey really wants to be “market-based,” then start listening to what the market is saying: no confidence. Bring back flexibility, respect, and results-driven work. The 5-day RTO punishment failed. It’s time to admit it and move forward.

Look at the stock price that all the RTO defenders pointed to. We’re back to the January levels, headed for sub-$20, bet.

Where are these RTO defenders now? Hope all you id--ts sold lmao.

By the way you also won’t be getting a bonus due to the increased operating costs RTO has imposed on the business. RTO is working!!!

It’s like someone holding you hostage, making you denounce your religion to be spared, and then they still ki-l you. Don’t trust the enemies of what we know is the way forward, working from home. These are the same guys that show up at the office to talk at the proverbial water cooler for 4+ hours a day. It is the ultimate act of deflection when these blowhards are projecting their disdain for “laziness” (a quality they have mastered) on WFH who simply don’t want CHAD blabbing about his Halloween party bleeding over into my fu--ing conference bridge.

When is the next layoff and which org?

Like RTO policy & procedures? Somewhere where I can see rules. I see different people being treated differently, unfair at best, possibly illegal. I am not asking for this to be posted publicly just tell me where to look for internally as I've spent some time looking for it and I could not find it (and I dont want to go to HR or my mgr).

I’m sick and tired of all the RTO complainers on here. If you don’t like it then you should leave. You complain and complain and yet you stay. No one is forcing you to be here. It’s time to buck up and go into the office like everyone else and like you all did before Covid. The company simply cannot afford to pay for your afternoon tennis lessons, golf rounds, 2 hour boozy lunches, laundry, Costco runs, child day care, etc. the list goes on and on. Too many people have been stealing from this company far too long and it ends now.

It’s very simple, just go to your designated office Monday to Friday from 9-5 as prescribed and be with your team members and actually work. I quite like RTO as do the majority of others here. Your colleagues are at the office. It’s time to Return to Oneness (RTO) and actually work.

For those that believe that remote workers are running errands and doing laundry on "company time", most remote employees are salary. That means they are paid to do a job, regardless of the # of hours they work. Some might get all of their work done in 25 hours, and others might need to work 50+ hours. It is the job of their leader to evaluate their work and determine if they are doing the job that they were hired to do. They do not make OT, so if they actually do a load of laundry between meetings, they are not stealing company time. If they are in the office 40 hours/week it does not mean that they are completing more work.

Hearing some sub-orgs in S&T (specifically Dave’s org) are now requiring their teams to be in 3-4x a week. Can anyone confirm?

The messages on this site are making their way to HR. Apparently the RTO discussion is making some headway and was brought up on their early Monday morning call.

To HR: push back on this mandate, no one likes it and it has no benefit over 4 days.

Post here for tips and recommendations to those venturing into the office. It’s a bit of a free for all in my opinion, not like going into the office pre covid!

AT&T would face a lot less resistance to change if leadership finally dropped the RTO obsession. Most of us support performance-based expectations and accountability, but the forced return and relocation policies have turned the majority of employees against upper management.

You can’t rebuild trust while punishing the workforce. People aren’t resisting change, they’re resisting bad leadership. Until that changes, you’ll keep getting the bare minimum effort and zero loyalty in return.

It is concerning how the company is handling remote work and RTO rules. In the same team, some people are working 100% remote while others with the same job have RTO. This is not fair or consistent. If people in the same roles are treated differently, isn't this discrimination, especially if any protected group is affected.

No problem with RTO, but the rule should be the same for everyone, including those hired remote. If not, everyone should have the same choice to work remote or RTO.

It is also unfair that remote employees get same pay while avoiding commute time and costs that RTO employees have to deal with. If this difference continues, pay should be adjusted to reflect it. Remote employees are tone-deaf in setting meetings when RTO employees are commuting.

This setup feels unfair and is causing frustration among many. The company should apply RTO fairly and equally to all employees.

Which caused voluntary attrition. Don’t get me wrong, they did lay some employees off but not on the same scale as meta, Amazon, Microsoft, etc.

What does the future hold for T? Do you all think they will start more structured layoffs in the years to come?

This site seems to be a colorful mix of teammates. With that, what do you dislike most about this bank? On the other side of the coin what keeps you coming back each day? Will RTO push you to leave?

Is it true the that Verizon wants to RIF most employees in non-directional locations in late 2026 and 2027 as part of the broader strategy to go lean?

Now that we have three main directional locations, Dan wants to accelerate the plan to shutdown real estate in non-directional locations (cost reduction), make 5 days in office and then start removing the employees in non directional locations. Of course some key ones would be asked to relocate.

This is probably not the case for the RIF this month but coming in 2026!

How does it look for the forthcoming years in terms of RTO? Are they going to close more non-hubs, open new hubs, force 3 days instead of 5? Who’s got the crystal ball?🔮

Purpose: To enforce mandatory physical presence and ensure measurable, minimum value generation during all assigned work periods to maximize shareholder return.

1. Mandatory Physical Presence and Monitoring

All workstations are equipped with a Certified Occupancy Sensor and a visible Presence Timer linked to the employee's system. Departure from the seat before the Work Cycle reaches "Complete" status (Green) is strictly prohibited.

1. Value Creation and AI Productivity Metrics
   All digital activity is subject to continuous monitoring by Proprietary AI Productivity Tools (PAPT). These tools track and quantify:
   Activity Volume: The prerequisite amount of digital activity (e.g., keystrokes, application usage, meeting participation) required for the cycle.

Created Value: The prerequisite amount of measurable output (e.g., ticket closures, code commits, report finalization) deemed necessary for value generation.

1. Incomplete Work Cycle Protocol for Salaried Employees

If an employee fails to achieve both the Activity Volume and the Created Value prerequisites, the Work Cycle will be designated Incomplete (Red Status).

Salaried employees with an Incomplete Work Cycle will be required to immediately extend their workday until all prerequisite metrics are met and the timer reaches "Complete" (Green Status), regardless of scheduled end time. This constitutes uncompensated time necessary to meet core job requirements.

1. Mandatory Adherence Tier and Workstation Restraint

Any employee registering three or more Incomplete or prematurely terminated Work Cycles in a 30-day period will be automatically placed in the Mandatory Adherence Tier.

These employees must formally consent to the installation of an Electronic Workstation Restraint System (Seatbelt), which will remain locked throughout the work period.

Failure to consent to the terms of the Mandatory Adherence Tier and the installation of the restraint system will be viewed as a refusal to comply with mandatory operational policy and will result in immediate termination.

Authorized Release will only occur during assigned scheduled breaks, lunch periods, and one (1) pre-approved, ad hoc restroom break per half-day shift.

The layoffs were in the works for months and the execs certainly knew about it. And yet, Prat and Rick still decided to call us all back to the office on their arbitrary timeline, upend our lives and schedules, and scramble for desk space. All to lay off people mere weeks later. Do they get a sick enjoyment out of controlling us like puppets or are they just really bad at decision making?

Or is it just the worker bees? Who is monitoring management?

After that disastrous, blunt, outlook-vision, do we need to bother going in ? Why bother? Who cares about RTO

The rules:

• 4x days per week of 1sq ft of unassigned space ... only if you're lucky to get on the good side of the 1.3 ratio - otherwise, you must work on your laptop in the lunchroom.
• Take your own keyboard and mouse home every day.
• Apply noise cancelling ear-phones if you want any kind of focus.

Does not apply to VP+. They get their own office (they don't work better together).

The combination of strict 4+ Day return to office AND hotel desking is the double whammy of bad news. Think one or both could die off down the road? A lot of companies are doing 3 days with assigned desks, which I feel is far more reasonable. Hate to think this is the new normal indefinitely…

CBS did incur layoffs very few in sports many in news and some in CBS E even union jobs
for what's it's worth - and HR here can absolutely correct - management could be gaslighting us to calm down

were told no more planned layoffs this year no round two planned RTO will take effect for both phases Remote only jobs will end
that early 2026 is streaming related

and that yes news is a wild card with new sheriff - i'm not in news
--just conveying what was told me

Dan said in another 22 days they will have the plan which will be 44days him being a ceo, so who ever said nov 20 they will probably turn out to be true

I live close to the office, no-one in my team is at the office and I find the noise of other people on calls distracting. I've been coffee badging for a few years now, it's worked out great, not showing up on reports.

The new 8 hours in the office mandate has me wondering if I can swipe and connect to the network twice on "in office" days, 8 hours apart and stay off the reporting? Has anyone done this successfully?

I know the policy, not looking for people to remind me of what I'm supposed to do...

AT&T’s latest masterclass in self-sabotage: spend millions attacking T-Mobile, violate NAD rules, and get slapped with a cease-and-desist.
You’d think someone in legal or marketing would’ve caught that — maybe the one competent person who actually reads compliance documents.

But that person got RTO’d to Dallas or Atlanta five days a week, fighting for a seat, dodging “collaboration days,” and wondering why their life turned into a bad sitcom.
Meanwhile, the yes-men who approved this ad are sipping coffee in their corner offices, calling this fiasco “brand momentum.”

Let’s be honest — we’re not #1 in customer service or innovation.
We’re #1 in wasting money. We should be a Harvard Business School case study on how to find new ways to burn cash and call it a strength.
Only AT&T could turn a marketing campaign into a compliance violation and call it “forward-thinking.”

Now the ad’s gone, the money’s gone, and morale’s in free fall — but hey, at least leadership gets another “All-Hands” meeting to tell us how proud they are of the team.

Thoughts?

Move on good teammates. This is reality. I don’t like it but it’s my only option now. Let’s focus on making good business decisions so the bank does well. We’re all in this together. Truist is poised to be the best regional bank. Leadership may need some coaching but the frontline teammates are solid. Let’s focus on the clients, they picked PURPLE for a reason - let’s commit to serving them.

Does anyone know what the targets were for this round and what they will be for future rounds?

Do we expect more groups to be cut more or wait for RTO Phase 2 happens also to see who leaves then

More head scratching incompetence from Truist higher ups as usual. The most insulting thing is the brain dead word salad they come up with to justify this latest folly. "Foster a champion mindset"... how? by sitting in a loud call center and further impacting the client (and teammates) quality of life? We all hear how cacophonous offshore calls are. I guess they're just looking for some chaotic cohension. This will backfire miserably and I'll be in the shadows chuckling.

Am I crazy or did that town hall this morning not give insight to anything? The only time Farley talked about rto was how personal he took the conference room hack but the culprit has been found and fired. Being the first GTH since this policy went into effect and not addressing it in the slightest is such a coward move by leadership. How does he get paid 20mil + gifted jerseys to drive around Utah in a Bronco and give these sh---y town halls?!

Sycamore is mandating a four-day commute to Deerfield starting in February, which significantly increases out-of-pocket costs for employees, especially those who commuted to OPO previously. Yet, despite 3% inflation over the past year, salaries are not being adjusted - not even to cover a basic cost-of-living increase. What a slap in the face

Hey RTO folks - Anyone noticing their location being tracked via Teams now?

Thoughts?
We are paying RW how much to write his emails with AI?
Buybacks su-k and should be illegal.
“We don’t plan to cut benefits”. I’ll save that one also with the cr-p RTO quotes from years ago.

Micromanagement, no innovation in person 5 days 9 hours, for what? for the stock to drop 50%!
even now they didn't learn anything, we were told not to day trade in the office.
work on innovation , learn from paypal. just silos, too much process for years. too many slackers , just talking non stop 9 to 6 in the office, how will that create Next Gen Products ?

they said all is well but there will be silent RIFs. thats the only way to pumpup the stock.

You will find some areas that may be better managed and functional. If you are being brought in at a higher level with a specialized job, for example, if you are an AI expert and are part of the chosen, inner circle it is probably still a good option. But I would read through these posts carefully as there is a lot of factual info that should be given careful consideration. There is no real innovation, profits are being made shifting jobs off shore, via premature implementation of AI and via RIFs; that is not sustainable as a long term strategy. The senior leadership team for the most part is incompetent in my opinion. The CFO has no healthcare knowledge, the CIO has crashed and burned at several companies. Look at public records and you will see that the SLT is not buying Elevance stock, with the exception of one 2.3 mil purchase by Gail to shore up quarterly earnings, they have spent 400k total in stock purchases over the last year and are ditching their shares whenever that can. The chief security officer left, supposedly due to questionable behavior re in house self monitoring. The culture is very much a caste system where the SLT and their minions pass down impossible to meet goals and then also I believe misrepresent up the chain that goals are being met. RIFs are constant and are not communicated; it is like a horror movie where people are disappeared in the night. This results in the people who are left having unreasonable workloads and overall makes for a miserable culture. Many people who were hired fully remote and never went into an office were required to go in 3 days and wouldn’t be shocked if it goes to 5. Expect raises that don’t keep pace with inflation and cr-p bonuses. Advancement opportunities are also limited. If the job has anything to do with provider data, that is a mess. I would never do a call center job at this company. If you go in with your eyes open and limit yourself to 40 hour weeks from the outset and are able to manage your stress and understand from the outset that it is not you it is them; then perhaps it will be workable for you. I would strongly caution anyone who has underlying anxiety or an inability to compartmentalize against this company. You don’t mention percentage wise what the difference in potential salary is, I would perhaps see if you can negotiate with the other organization for a future increase.

Posted by @bg+1k8g1dfer, well said.

Anyone hearing a rumor about moving to track length of time laptop is connected on-premises to a USB network (not VPN)? Been hearing this in unrelated areas over the last few weeks, but it seems far too ‘big brother’. I know they can already track every moment on it, but I can’t imagine they’ll micro-manage this much to ensure RTO compliance to the point of tracking length of time on network. Anyone know more about this to confirm if it’s true?

Requested severance a year ago and was denied. Started plan to quiet quit and leave in a year. Had 6.5 weeks pto that i used to drag out projects and be gone during critical times. They tried to get me to RTO. I gave them a doctor's note that had reqmts they could not meet so i stayed remote. I ended up implementing 1 CR before leaving this fall.
It was the easiest year i had ever worked while making other arrangements for myself.

Think strategically for yourself and plan ahead and remember you owe them NOTHING.