#wfh

Generally speaking, most O&G companies are a mess. Changes to work from home; limited to no longer available, chaotic environments, and inconsistent leadership. I've worked at a few, and each one felt like its own kind of circus.

That said, what makes CNRL stand out (negatively) compared to peers like Cenovus or Suncor?

If you started at CNRL’s Calgary corporate office, what do you wish you’d known beforehand? Would you genuinely advise others to steer clear?

I’ve been in claims for nearly 3 years, got a pretty good schedule where I work task work the entire day, I do my 5 task an hour, takes me like 15 minutes, I click my mouse multiples times so no idle shows up, and then I just play video games for the the better part of the day, and I know a lot of people are gonna come bi--hing and moaning about my post but idgaf lmao, I have a small community of people in SF that do the same, I was really into the work for the better part of 2 years and realized being remote there’s no opportunities to move up and now I don’t think I want to if there was an opportunity, I’m just gonna milk the system until I decide what I want to do next. Gonna learn how to use this FMLA and STD before I do up and quit. Cheers!

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 Life is too short to fulfill the wet dreams of outdated management.

How much would you be willing to pay to have 10 WFH days a month? 15?

I would be willing to pay $10 a day to work at home. I'd save that much in gas and toll roads.

To whom it concerns.. You know who you are.

Please stop making this about remote work. It really makes me want to swear when I hear some little smug punk say "ten toes down" as if to imply that people who have concerns over the new RTO mandate are simply unmotivated or, dare I say, LAZY. It is such an insult to people who aren't career employees, who aren't interested in being in the club, or who aren't in our vendor's pockets.

Remember that famous, yet misquoted statement from Marie Antoinette? "Let them eat cake".. Now, she didn't actually say that but the spirit is there. If you don't have any water, stop complaining and just drink wine. If you want to work at AT&T, stop complaining and come into the office 5x9. So, some people complained about RTO. Instead of asking why, leadership has made resistance a terminatable offense. But, do you ask why we are resisting? While you sit on the executive floors, many have to fight for spaces. We have to fight for parking. We have to endure inane conversations, i mean 'collaboration' about how bad Dallas is playing or how terrible/great presence tracking and RTO are. What have you done to make RTO something we can get behind?

We are a company drowning in debt. We are in negative growth. Our employees hate the company. Our culture is dead, and, oh yeah, we have to come into an office in an environment where we are forced to fend for ourselves like a bunch of lemurs looking for a little patch of grass only so we can pop up our collective heads every time someone new enters the jungle. You call that progress and you label these jungles, "collaboration zones". They are not. You are the bosses living in the penthouse, completely blind to the struggles of the people in steerage. Did it ever occur to you that this is the part of RTO that makes us uneasy? Give me a cube with a docking station, a couple monitors, my own keyboard and mouse, a phone, maybe pictures of my family and some cute little desk tchotchkes that make me feel like I'm a person with freedom and the respect of my leaders instead of being in a prison cafeteria. You think you get it but you don't. I don't mind driving an hour to get to work but it would sure be nice to know that my company gave a darn about my experience once I get there.

If you're still reading, here's a thought. There's this huge building with AT&T plastered all over the place. Its got a ton of space that's mostly used on weekends so it probably sits empty m-f. I think there may be people who work their but I think its fairly well understood that they are pretty terrible at their jobs. Clearly RTO doesn't equate to job performance. Anyway, maybe y'all can think about selling that eyesore to someone else and maybe we can use that money to, oh, I don't know, improve the working conditions for your people who are actually trying to be successful?

Just something to think about..

Cost of living is high and housing costs are higher. Compensation paid by TIAA is lower than average and drawing top talent is challenging. Doubling down and spending over $200M to relocate and draining down the surplus to hire 2,000 associates is high risk. Post COVID and virtual work from home, a much, much smarter strategy would be to recruit the best from all over the US instead of limiting yourself to a 30 Mile Zone. But, this what "T" wanted. Eventually AI, Accenture, India and the Phillipines are going to perform a giant su-king sound like Ross Perot and leave a hollow sound in Jerry Jones' $115M building complex.

I worked from home 100% for over 4 years. I got a lot done, and surely even outperformed many on-site people. Even got top achiever over on-site people one year.

That being said, returning to office has forced my output to probably triple over WFH years.

My job can easily be done remotely, but being in office introduces almost daily instances where I get pulled in to solve issues outside my normal day to day "expected" duties.

I already knew I wasn't going above and beyond most years at home, I was doing just enough so my boss never even had to watch my work output.

Being on-site my boss now questions if I'm going to burn out from everything I'm always getting pulled into/voluntarily taking on.

The looming layoff threat is surely an additional motivator over "quiet quitting" years, but Elon was speaking facts about WFH just not being the same.

**I'm sure there's some who have a role where they stare at a screen all day and feel it makes zero difference to RTO, but you would really have to be working in a silo if you haven't taken on any extra work with RTO.

Is Truist being hacked? Any idea why vpn is down across the company? I know we’ve had a lot of turnover in our tech areas. Did we layoff the wrong people?

There are many remote jobs available in the market, but you have to compete with visa workers who likely hold two or three jobs. Working five days a week from the office just isn’t worth it. Good luck!

All bah who feel they are being discriminated against for any reason whether it be wfh status, recognition, merit, promotion etc all because of that forced status need to turn this place in to your states EEOC equal opportunity employment commission

Remote work isn’t the problem. Mediocre leadership is - Fast Company https://share.google/6TLgG7Z01JYJi77Ze

Can anyone confirm the timings for remaining layoffs this year? Heard first week of November with massive target of WFH.

Disgusting how this company values location and DEI numbers over retaining SMEs and high performing, loyal long time employees,

I am completely desperate from RTO so I turned on LI that i am available to switch, but i consider only remote opportunities ... it looks like something has changed last 2-3 weeks and i am getting like 4-6 offers a day in IT roles. Is it only my feeling or is it for real, that market finally realized the remote work is good for the company?

Anything?

The only thing I can think of is that now I'm fully ignoring anything work related after business hours, and I used to be available at all hours while WFH. But that certainly can't be considered an improvement for the company. Is there anything you can think of?

Considering WFH is more productive , attracts better talent, retains the last vestiges of existing talent, and considering commercial building costs makes RTO un-competitive .... does any of this make sense?

https://www.fastcompany.com/91391672/remote-work-isnt-the-problem-mediocre-leadership-is-work-from-home-bad-leadersh

Why do techs in India get to work from home, but we are forced to work in dreadful conditions in an American office?

From what I’m hearing, there will be no exceptions for people who were originally hired as remote. I simply can’t commute or work in the office for a variety of reasons - location and disability among them. That’s exactly why I sought a remote role in the first place, and my situation isn’t unique. I know people like me will probably be dealt with in phase 2, but it would be good to know what we can expect. It’s tough enough for others to find a job in this economy, doubly so for people in my position.

I know many of them have managers who are located in other parts of the world. Do these people have special privileges not to RTO if their manager no concern for them to continue to WFH? Anybody monitoring them?

I see a lot of rumors here and elsewhere about the future of remote work. I was recently given remote status and was planning on moving out of a hub. My director and sr director were fine with it. Does anyone have any information on the future of remote work that contradicts what I’ve heard from my leadership?

Yes, I have two remote jobs, and I love it. Here’s why:

I haven’t received a raise at my current job. They don't seem to care about me, so why should I care about them?
It feels like everyone is being let go, and I need a backup plan.
I’m not learning anything at my job, and management is ridiculous.
No career growth

I'm just there to collect a pay check

I feel completely detached as a loyal employee, and honestly, that’s a great feeling.

After the choice that you've made to stay remote, are you happy with it ? considering the fact that remote people won't have the same " chance " to apply to other roles ? or you have been fired for that choice ?

I don't know about you but I would be willing to pay for WFH days.

Anyone else?

Not ideal, especially since they already took a week of vacation away from 20+ year managers; but it would be worth it some days.

Perhaps it's a new revenue stream?

It's complete bullsh-t that so many people are still working remote without any monitoring at all. I don't understand why they have been protected.

Is the bs they are telling claims. Even the wfh employees that they are needed. But no promotions or openings for wfh, only in hubs. Very suspicious. Appears as if they are moving jobs to the hub but with 40% of the workforce being fully wfh how would they ever get it all into the hubs? Everyone is miserable and praying for the exit offer.

Anyone know if we are able to use Starlink Internet for WFH? I am rural and my current Internet is terrible with minimal other options.

The Agile crew is still chilling with their sweet 2-day setup.

Everyone keeps blaming work-from-home for performance problems, but it’s not the issue. Morale has been crushed by layoffs, budget cuts, and chaotic changes. Not taking away peoples' flexibility might actually build some goodwill and help fix some of the damage.

What if you were hired as fully remote? Does RTO apply to you? How will these situations be handled, on a case by case basis or will remote employees be let go in November?

My whole team has banded together and not a single one of us showed up to the office.

Go ahead and fire two dozen people who make the wheels on the bus go round because you’re mad ELT has su-ked at its job for a LONNNNNG time. How very Intel that would be.

We write the code, MFer. We know the inner workings of the tangle of databases, data flows, who to go to to remove blockers. We’re ONLY here because we can do this job in 6 hours a day. Make it more, and we’ll go work somewhere that will pay us for full output.

Some roles need to be in the office. Some people prefer the office. That’s fine, if that’s you, then go in.

But for everyone else whose jobs don’t require face-to-face interaction or physical presence, the choice should be ours or our manager's. Work where you’re most productive, and come into the office when it’s actually necessary. That’s what true balance & flexibility looks like.

I worked from home every single day for 8 years before Covid, with no issues. My productivity was high, my customers and peers were happy, and the work got done. So what exactly changed?.. Nothing, except leadership’s obsession with control.

RTO shouldn’t be forced. It should be optional. Why is this so hard for them to grasp?

So the company is going to can all remote only positions and won’t hire for any in future? Even if you are not anywhere near an office? Or is RTO only for hybrid workers and remote being removed for them?

Gone in Burlington. Been in the company since last decade. Anyone else here?

We were told today RTO will be 5 days in January 2026. Can anyone in HR confirm this? What about remote workers? Will they be required to relocate near a corporate office (i.e. LA or NY) or will exceptions be made for some?

Surprise Surprise Surprise today. Early morning call from manager & September 22,2025 made as my last day. YAP! came out of blue. But, no regret. Started as a rookie. Oracle got me on H1, processed my Green Card. Seen all in 30 years of service how this Company behaves & works! & where the dead bodies buried. Oh! if you are wondering what gigs I did. Started as onsite ACS Engineer when the org was just starting, moved to DB Sustaining, back to Exadata DEV / BDE / support. Last 8 years in Oracle Sustaining & DEV. Best part of the journey at Oracle - I worked from home. Time to polish my resume & take this 100 years+ experience to another great company soon!

Teased the RTO mandate for so long in every staff meeting, and now its finally here. Someone has clearly had enough with remote work. But to force it on existing employees, to uproot their family to continue to work for them? How does this make any logical sense? Will this company continue to exist even a few years from now?

Last week many were told they could work from home.

Now I'm facing going back in to the office knowing several teammates are gone and I've been demoted.

My new team knows I was demoted. None of them were even impacted, so it feels like they cannot relate. I don't want a pity party, but it's very embarrassing for me.

How are you all coping with this?

Finally had a chance to read through the severance plans and it is hilarious they are making you fill out an application to decide if they want to fire you. LOL!! It dawned on me after reading the AT&T email someone posted on here, they are attempting to redesign the system to keep us all trapped. Working from home and COVID gave everyone time to stop, look around and evaluate their lives and the system being forced down our throats. The Elites and Executives that rely on the fruits of our labor to distance themselves from the common man and create generational wealth are panicking. Employees were taking back control of their lives, moving away from the rat race and expensive cities. Getting side gigs and backup plans to give them options to exit corporate America and shifting the balance of power back to the employee. They can't let that happen. MT took his $150 million in compensation and got the he-l out, has his re--rd-ed son in the company and appointed his buddy JF and two SF agents to continue the scam and cover his tracks. Sc--w these people, only do enough to not get fired, and find a way out. Don't participate in their scam, resist, resist resist....these are evil people without a soul.

Because we’re not a-s kissers like that other guy.

Thank you for your attention to this matter!

ANONYMOUS, Employee of Teradata (TDC) Corporation

I’ll never understand the people on these threads who equate working from home with not working. It’s frustrating that even the ELT has started to adopt that attitude. We’re three rounds of layoffs in after three years, and it’s not because people were slacking off just because they weren’t physically on site. In my group we were almost entirely WFH, regularly putting in 50-hour weeks.

Ironically, WFH actually makes it easier to work longer hours, since the project is always right there in the next room, waiting to be picked up again in the evening. Now, to drive attrition, the ELT wants me to give up an hour and a half of my day to commute. I’ll still end up bringing work home, but I won’t be able to put in the same evening hours or keep up with household responsibilities once the commute is added on.