#rto

not asking if you can share it here, just point me to where i can find it internally?

9 more WFH days left

ENJOY

Was notified last week all REMOTE workers would be displaced. Welp- Hello still 100% remote with my job!

Now who's Ready for the town hall meeting Friday?

Heard several say 4 hrs PTO don't count as day in, but I've also heard from others it does. In the same umbrella! Is it truly mgr discretion? Mgr site says it counts. Wondering what others think or have been told Btw.. no problem going into office

I just saw this on a BSL community within Viva Engage posted on 10/23:

Mandate Zip Code Questions:
• The 30-minute commute time that determines RTO eligibility was developed using peak commute time hours/days of the week by zip code.
• Currently, RTO is only impacting the audiences below in the Twin Cities and
Washington DC:
• All hybrid employees assigned to EPC (Eden Prairie Campus), HCL (Health Care
Lane) and DC (655 New York Ave)
• All telecommuters within a 30-minute commute time of EPC/HCL/DC
• Future RTO waves or mandates (other cities or populations) are still under review at this time.
• If you were not on the distribution list for RTO and did not receive a communication, then you are exempt from RTO at this time. If you are confused about whether you are impacted, please reach out to your manager.

Assuming some would quit with RTO, saving severance and unemployment.

If you are working 7 days a week, your RTO will be 7. It's a simple formula, 6 days in office for everyone exept for the folks who work all 7 days, they will be coming in 7 days, we'll call that Full-RTO.

There are so many questions about RTO and many wrong assertions. This is what I KNOW based on direct involvement with the process.

• Badge Swipes IN are tracked and reported. The reports are provided to GL 32 leaders every Monday morning. The report contains the employee, the day and the time of the swipe. It also shows through a conditional format those that are non-compliant
• In-office duration is NOT tracked. The only way to track duration would be to have exit swipes. Exit swipes will NEVER be required because they violate fire codes in the US. You can't have the doors lock people in.
• Seats ARE randomly audited but only by "uptight" managers, not as a required practice. I was called out once for not being in my assigned desk. I was actually in the office but opted to use a "huddle room" for work because I was on the phone constantly and the area they had me in was loud with dev teams that had zero to do with my job.
• People have had "swipe teams". That's groups that get together and each week someone brings everyone's badges into the office and swipes for folks. They trade off week over week. It's common in non-guarded buildings and will 100% get you terminated "with cause". It became evident in my city because the swipe report occasionally show entire groups coming in at the same time everyday for a week. The "swipers" were in other words sloppy. I've seen it.

Just reflecting a bit this morning. Here are mine:

• I'm holding much more money that I really need to in cash or liquid instruments because of the layoff risk, and as a result have missed out on big gains in the stock market the past few years

• My wife and I have forgone a couple of big purchases the last few years, because of a desire to keep a bigger cash buffer. We're getting to the point where we NEED to buy a car rather than want to, and because we were waiting, the post-tariff prices of cars have shot up

• I've spent about 350 hours commuting to the office to take teams calls and talk to no one in person (45 minute commute one way x 3 days a week x 18 months approximately since I was forced to RTO)

• My wife has been frozen in her role. Her job doesn't pay particularly well, but its completely stable, she would be the last person in the world laid off. She has declined to pursue other opportunities, because between my job and hers it would introduce to much risk of job/income loss. So she's stagnating, and our income is lower than it would be if she had more freedom to move. Well's layoff culture is not just impacting Wells employees, but their families as well

• I'm stagnating in my own career progression also. Wells ki-led the training program for process engineers last year, so I can't progress to a master black belt cert here. Instead we get webinars on AI, lots of slop on pluralsight if you want it

• I've been forced to accept certain medical treatments that weren't the first thing my doctor recommended, because we of course use the insurer with the highest denial rate in the entire industry

What have you seen?

RTO is coming to an end. Productivity is down, morale is worse than ever, and people are leaving in waves for companies that offer flexibility. The younger workforce doesn’t want to live in traffic five days a week, and the veterans are burned out.

Every major study shows hybrid work drives better results, retention, and satisfaction. Forcing everyone back has done the opposite. Billions are being wasted on office space instead of innovation, debt reduction, or employee development.

RTO didn’t build culture or collaboration. It built resentment and distrust. The future of work is flexible, and every company that matters knows it. It’s time AT&T caught up.

I've been lurking for years and I have noticed there are two types of RTO posters. Those who don't want to give up their cushy remote job and those who are required to RTO and are extremely resentful that others are remote or have lax managers who allow their reports to coffee-swipe or ignor the requirement altogether.  

Although I HATE losing my one flex day, if leadership finally standerizes RTO for EVERYONE to follow I will stand up and clap. 

Thoughts:

1. Truist should publish the mileage-to-hub guidelines for transparency. If its 35 miles, then it should be across the board. Is the 35 miles as the crow flies? Or mapquest?  It should NOT be manager discretion.  Also, they should state whether moving outside the mileage limit would result in a remote opportunity? 

2. Truist should publish the definition of 'critical' verses 'non-critical' for transparency and post it on job profiles. This way 'critical' teammates can apply for open 'non-critical' remote positions. These teammates should get first consideration for those open positions since many have mentioned they would take a pay-cut to remain remote. 

3. Truist allows teamates to purchase up to 12 vacation days. Maybe they can offer four ten hour days as an option to eligible teammates? 

Commuting su-ks, I'm sure we can all agree on that, but the guidelines should be applied equeally and with 100% transparency. 

And no, i'm not Bill. Just a low-level teammate who is in the same boat as everyone else.

as a remote employee i’m surprised they haven’t asked all remote employees (yet) to return to office or resign as a first wave. that way they’d save $ with paying out severance. i know they have asked specific roles to do so but not yet company wide. i’ve been waiting for the other ball to drop since hybrid 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?