#rto

It’s updated and now shows me as non compliant. They clearly changed the expectations. I’m surprised there isn’t any communication on this from the company.

Anyone heard that?

Does anyone else think with the price of oil being pegged above $100 a barrel for the foreseeable future, ongoing bo----g campaigns of oil infrastructure, and Europe already rationing oil / encouraging as little travel as possible that we might see a softening on the four day RTO?

Wasting gas to drive into the office to call into a remote meeting doesn't make any sense.

It feels like I'm paying for the privilege of having a job.

Got this on good authority. I've been under the 4 days a week RTO since they went to it. 3 days was all I was willing to do.

Have a friend in an high place that warned me of a layoff on Monday for anyone that hasn't complied. I need my job.

Hello everyone is anyone here have any idea on what’s going on ? My manager asked me my other teammates for the nearest Hub location so they can get approval for us to start going into office even though we were hired as remote employees but the question is it’s been already two months we sent out our preferred hub location but no response from them when I asked my Manager keeps saying they haven’t heard back from the team who approves the hub spaces.

This is kind of frustrating not knowing what my child’s future school going to be I mean if your not allocating spaces why even ask and put that idea in our brain

Commute expenses just keep climbing. It's not only gas, everything is just getting more expensive. Only my paycheck is still frozen at WFH-era levels.

Unique among banks, U.S. Bank measures success, merit, and performance using a singular metric: The duration employees remain seated for eight hours in non-ergonomic office chairs at hubs. This approach contrasts with traditional metrics such as:

• Business Process Improvements
• Innovation
• Project Management: Management of Scope, Time, Cost
• Reliability
• On-Time address of issues
• Net Profit Margin
• Customer Satisfaction Score (CSAT)
• Revenue Growth Rate

The Top leadership do not have to worry about Child Care, Elderly Parents, Family Members with Special needs as THEY (MC - Senior Leadership) are rewarded and compensated with lucrative packages, including child care, luxury travel, and high-end accommodations near Minneapolis HQ.

Unlike an average Indian, Fun-an’s other half was born in a privileged class (called IAS) with ivy league education and background in mechanical engineering (worked at Caterpillar in 1980’s where it requires physical in person collaboration to manufacture and assemble construction, mining, and other engineering equipment to measure performance), but Fun-an’s other half strategy is not going to attract/retain/resonate with the average employee's challenges at a financial institution like U.S.Bank in year 2026, unless Fun-an wants to turn U.S.Bank into Caterpillar to manufacture physical goods or turn the bank into a sweat shop.

How many would actually quit over RTO? Upvote for yes, downvote for no. I'd just like to see if this really is a big deal to the majority.

But in US with $7 a gallon they demand driving around into office multiple times a day. Rich Americans can afford $200 more a month is the message.

Return to office, a fresh new start,
A chance to reconnect, to share, to spark.
The hum of voices, ideas in flight,
Collisions of minds that just feel right.

No more the silence of screens alone,
But laughter and teamwork, fully grown.
Quick chats that turn into something more,
Innovation waiting behind each door.

Morning routines with purpose and pace,
Seeing determination on every face.
A shared momentum, a collective drive,
Where goals feel closer, ambitions thrive.

So here’s to the days we gather again,
Colleagues as more than names on a screen.
Together we build, create, and inspire
In the office glow, we rise even higher.

LBT owns tons of companies. If he only works part time, why he layoff people working 60 hours per week by excuse of RTO?

Did anyone else notice in the Kwapcast how they're already starting to soften the language about RTO?

It was indicated that the reason they didn't go for a 3 day RTO is because they felt like they'd only be able to get people to do 1 and it was suggested that by going for a 5 day RTO, they'll be able to get people to do 3.

Hold the line, ladies and gentlemen. I think Bill D's nonsense will blow over.

When will the March RTO data be live on Workday?

Hearing rumors of 5 days RTO will be coming soon and offshoring fraud operations to Poland? Anyone else heard this or have insight?

80% colocation target

Has anyone spoken to their manager about the rule that we have to be in the office 8 am to 5 pm! My wife and I are trying ti figure out how to do school drop off and pick up without incurring the expense or before and after programs.

A commenter alluded to it in a post: while we fussed over RTO rumors the bank is finalizing the details to hire 5000 FTEs in India. Remember this is a place that kept wages flat and laid off people ruthlessly for "operational efficiency" but has no problem committing to sending thousands of jobs out of the country.

Coming to a country near you. Stick that in your RTO pipe and smoke it, stank.

ALL they care about are badge swipes. That's it. Swipe your badge and you get a gold star for "going to the office."

But does anyone ACTUALLY stay for a full workday? I mean, I drive an hour to the office and stay for 1.5-2 hours and then go home because why stay? Cafeteria food prices are way more expensive than ever and none of the food is not worth the price. One person on my actual team goes to my office and we both leave at the same time. Which is typically 11:30-12pm.

Which is exactly what they want. Only the most desperate will relocate to Texas cookie cutter he-l. RTO and FTW is ki-ling a once great American company.

Have you seen any enforcement measures around RTO? (I.e. HR contacting you to engage with employees who aren't meeting the 4 days in office requirement?) Or any of those employees impacted with the recent layoffs?

My takeaway from today’s call and the chatter on this board is that RTO monitoring as it stands, is a credibility problem of our own making. We are asking employees to comply with a policy that many in leadership (including HR) itself is not following. Let’s call it what it is, enforcing RTO requirements from home isn’t just inconsistent, it’s indefensible. Either we empower and trust managers to run their teams and have discretion (yes!), or we require leaders to meet the same expectations. But a NI or termination for non-compliance while managers and HR deliver that from their couches looks pretty bad.

Someone said when they asked if in office mean 6 hours or 8 hours and the response was they are tracking people to be in office 8 hours .
Wtf!

This can’t be real, no one is staying exactly 8 hours a day in office

This isn’t real

Or is it!???

People on this forum need to start citing real evidence. No more rumors with no proof.

This site is loaded with comments of actual and observed layoff behaviors. Check the new and active discussions if you are new to this site. BNY does not announce layoffs since their goal is to circumvent federal and state WARN Act notification requirements and to avoid employer payments to State Unemploument Insurance (sUI) in the event layoffs are publicized. BNY is very unusual and would never admit to layoffs. Instead layoffs are referred to as strategic realignments. They are continuous, systematic and calculated to support cost reduction and location target goals, eliminating experienced workers without severance, sending non-client facing jobs offshore. BNY also “we-ponizes” RTO policies and uses mandatory performance rating targets and forced below expectation ratings to expunge workers using PIPs. To add insult to injury, the company now has flatter or-a, changed the VP/SVP/Director pay structures, capped annual wage and merit increases (with 0 to 2 percent increases being the norm), created labor pipelines with state colleges and universities to maximize state and local tax credits, closed real estate holdings, increased the number of days required in office, and accelerated the reduction of all work from home associates. While these behaviors are not technically considered layoffs, they are designed to promote voluntary attrition. This company has created a place where there is a toxic culture and no psychological safety for anyone to speak up. Senior leadership and EC is highly scripted and does not promote an environment of openness, trust and transparency. Sure there are posts on LinkedIn from EC and chapped lips supporters singing praises, but that’s mostly to protect their positions and personal brands on social media as “hands on leaders” or “emerging leader wannabees.” Again, if you are new to this site, suggest you read through the comments to learn more about the layoff topics and comment history. The picture very clearly describes what’s going on here. The EC goes out of their way to create false optics of rainbows and unicorns. This site is for truth telling in a psychologically safe environment that the EC has intentionally, consistently failed to develop and maintain.

This deserves its own thread. OP: @ar+1kmt70t6q

I read on another thread that individuals have up to 30 days to update their RTO days if someone mistakenly missed putting in a WFA/PTO/Sick day. Is that written anywhere? Is this new?

I was let go in 2025 and one of the reasons was that I did this, even if it was inadvertently.

I’m just curious if this is in writing anywhere and when in was put in place. If someone could send me the policy if it is indeed included, it would be greatly appreciated!

Thank you!!

This is why we know RTO is about getting rid of employees without paying them severance.

https://medium.com/@danielychang/the-basement-and-the-boardroom-7d7e7dbee7c2

This is on LinkedIn
CICS Systems Programmer - Mainframe - Remote
Truist · Charlotte, NC (Remote)

Once again a large police presence on Stanwix street yesterday late afternoon when a wanted female was chased and apprehended on federal firearm charges along with charges related to carjacking, kidnapping and robbery. The streets around the PNC buildings are littered with crime, dr-gs and the mentally unstable. Just steps from the PNC headquarters on Wood St. is a large bus stop where I have personally witnessed fights and dr-g use. Plus the weekly uncapped used needles on the sidewalk. PNC's RTO message in January did not mention a single thing regarding the crime in the streets or the safety of the employees. So while the executives and Bill get executive protection what do we get? A 1.5% raise that will be eaten up by commute costs in just 6 weeks.
For context I have been remote for a few years and have not had to deal with daily crime of the Pittsburgh streets. I feel fortunate to have that option. Crime wasn't as bad when I was in the office.

Sure all big cities have their problems and this is nothing new for Pittsburgh. Unfortunately the city has only gotten worse. Don't get your hopes up because the NFL draft is coming to Pittsburgh and the city workers are attempting to make things look clean and inviting. Because as soon as the draft packs up those "nuisance problems" will be back.

So how do we defend ourself?

Here’s what’s going on:
If you are hybrid, you need to be showing up in office for full days (6+ hours) 3+ days a week.
This is now in Workday as a goal.

3+ days, nothing new.

Why 6+, because that’s classified as a full day. This is due to people scanning then leaving. This is also due to people who should be in a hub but when their leader sits elsewhere, the employees end up working elsewhere. Like, while taking an undisclosed vacation somewhere.

I have personally witnessed the coffee badgers in office. Show up about noon, gone about 2:30.

That’s why they are implementing the full accountability. So yes, it’s true. Can we stop with all the rumor posts now?

You heard it here first bi--hes

Another wave of RTO emails went out today. Just like this place to send out bad news on a Friday. RTO date set for June 15th for those who got the email.

6-Hour Minimum Requirement for In-Office Time
Effective immediately (although April 1 is a start date)
Reporting will look for 8 hours but minimum is 6 hours
No exceptions (unless people are out of office for sick time, vacation, approved leave, etc.)
You can’t extend the hours throughout the week; it must be a minimum of 3 days/week, 6 hours/day
Absolutely no gaming the system — anyone caught doing this will be terminated immediately
New Info
No announcement will be made
Applies to every employee even if their management hasn’t told them about it
3 full days/week does mean 12 days/month, although 11 still meets the 90%+ requirement
Reports have already been sent to level 4 leaders for where things stand today
Minimum of 6+ hours in office does not mean people only have to work 6 hours/day

If youre going to track hours of employees complying with RTO and "fire" them for not making 6 or more hours a day then fire the remote employees first because it's completely unfair they arent under the same scrutiny.

Anyone else under Prigg hearing rumor's about going back into the office? I honestly dont care, however majority of my team is freaking out. ( as some have moved states away ) Heard managers have to, and then techs in the NOC 2/3 days a week

Milk Dell for money every way you can if they aren't gonna share the wealth of their supposedly "great" 2025 year in which they earned a record breaking 120+ BILLION dollars. Only to turn around and give minimal raises, no promotions and a pathetic bonus modifier... 126% is pathetic. I did the math and it SHOULD have been around 140% modifier.

A) We have a $500/year fitness reimbursement program. - This program does not include shoes or athletic clothing anymore so, I went and got myself an expensive weight set that I don't need. Submitted the receipt, got reimbursed, and went and used that money for some nice new athletic shoes instead and still have another $300 to spend!!

Training - go hog wild. Find some courses that you'd never pay for and have them pay for it. At the very least you can say you took the course and gained knowledge - resume builder as well! Dell doesn't check or care if you ACTUALLY get the certification btw. But if you actually go through the course(s) it's just more knowledge you have for other roles - inside Dell or externally. Go get those SANS courses!! 10k a pop!

There is a budget on insperity points as well (which we are taxed on btw) so, what exactly is there to work for if raises are minimal, bonus's are half cocked, and promotions are MIA if you live in the USA?

I would quit but I actually love my job and what I do. I get paid good money for working like 25 hours/week and enjoy everyone I work with so, I also hate that RTO is 5 days/week but I choose when I go in and how long I stay so...

Have been hearing a consistent rumor this week and wanted to see what others have heard.

Allegedly the week of 4/12 there will be a notice sent to remote workers saying you have 30 days to decide whether you will relocate to Minneapolis. If you decide yes, you need to be back by July 1st, if you decide no, you lose your job.

Apparently this will impact merch (buyers) and planning? Potentially IM as well (which I doubt), but essentially members of the core roundtable.

Is this just a rumor or should I actually start preparing??? What are others hearing?