Thread regarding U.S. Bank layoffs

@1y7 it is not, but I wish you the best of luck with that. I'm done arguing with people who can't fu--ing read. It's literally in the FAQs. If you don't hit your 60% that's on you at this point.

@1w6 In Workplace Excellence, under "What is not changing," the "In-office policy" segment states "If-office expectations will remain at more than 60%. Absences such as paid time off (PTO), sick time and volunteer time will continue to decrease the available office days and will not be counted as an in-office day."

The "Working in the office: In-office attendance and reporting (Global)" article FAQs include the below:

"Q: Does this mean I need to enter all my paid time off (PTO) in Workday?

A: Yes. A full day is deducted from your available working days for the month only if you record four or more hours of PTO for that day in Workday. PTO of less than four hours does not reduce your available working days for the month. Please note that PTO entered after month-end will not be reflected until the next monthly data refresh. If backdated PTO is entered after month-end, your in-office percentage will automatically be recalculated and updated during the next monthly refresh cycle."

The 0.6 figure brought up by @1qp is incorrect and based on nothing that's documented anywhere. ("If you take 4 or more hours of PTO/SSL/etc it only subtracts .6 days do you still have to go in there extra day to make up that .4 of a day.

One office day is one office day. One vacation day is .6 of a day. So if I'm out with the flu for 3 days it equates to 1.8 days so you'll have to make up that .2 if a day to get to 60%") It's misinformation.

@1st where in WE is there different guidance?

They weren't necessarily responding to you. There's another person further down that had no idea about .6 days. That's the context you're missing.

@1sm That is precisely why I asked, so that I can document it. The information provided conflicts with the recent calculation update published in the Workplace Excellence page regarding in-office calculation. Might wanna dial it back, Snippy.

@1rq it's posted in the articles the knowledge center or...the source or whatever it's called now. You can probably find it under workforce strategy, or somewhere in HR. I highly recommend making a habit of going in and reviewing and taking screenshots. I have all of the documentation that shows the tightening of the RTO policies over the last year.

But honestly how do people not know this? This was communicated out in April.

@1qp Where is that calculation documented?

@1ns yep. If you take 4 or more hours of PTO/SSL/etc it only subtracts .6 days do you still have to go in there extra day to make up that .4 of a day.

One office day is one office day. One vacation day is .6 of a day. So if I'm out with the flu for 3 days it equates to 1.8 days so you'll have to make up that .2 if a day to get to 60%

@ge A full day of PTO is only worth .6 of a day in office? what the actual fu-k?

I absolutely agree. Do not take the survey. It is not anonymous. I found out our business line CFO was blaming me for years for "ruining his results" and calling me a complainer in front of the team in Minneapolis. They can identify people via cost center. The irritating thing is...it wasn't even me. It was someone he thought was one of his "buddies". He blamed me however, because he gave me reason to complain through years of mistreatment. I was laid off after 30 years and I have a better job with a better bank.

The sad part about the TTUS survey - if you have a decent manager - and you don’t complete it, or you are honest about management above their pay grade - your leader will pay the price. I was once that leader. I was willing to pay the price for honest feedback, I always wanted to operate with integrity. My senior leader said it was my job to influence my directs to think differently. That I, as their leader, was responsible for their views of Senior Management. That my divisions poor perception of Senior Management was a reflection of my ability or inability to lead. True story. Guess what boss - it wasn’t my cr-ppy leadership. It was yours and your goons!

@nd

My division is full of butt sniffer, we are over 60 percent.

Even have employee response to Division leader , echoing leader message to complete survey.

Meanwhile, this division is where most of the 20,000 jobs are headed towards India GCC.

Most employee in this division are just butt li---r thinking they can keep their job for shipping to India by praising dear Ole leaders.

This is the division that consisting do small layoffs every 3 months and already announced plan to ship jobs to GCC for operations efficiency, meaning cutting cost

@nd No, I hope we finish dead last :-)

@OP Those of in FCIRR, formerly EFCC... (AML Fraud)... notified that as of Thursday, we had the LOWEST participation of all of US Bank at 47%. I hope they finished dead last!

My favorite is the person downvoting solid comments that had none except just one..

Elcio? That you? My guy you really need a hobby.

@fm the thing with RTO that fu--ing ki-ls me is that there are things they could do to just... Mildly improve it.

Make a day off count as a WHOLE DAY. Not .6 days.

Have provisions for weather and illness. The winter months are a bi--h and a half. I will go in my 3 days a week. Just don't make make up days when I'm sick or when there's horrendous weather. I know this isn't a popular take, and I will get downvoted. But factoring in people's lives and just a shred of compassion and understanding and people would be just a bit more ok with it.

Also if it takes more than 25-30 minutes to commute that is NOT reasonable. It should be based off drive time. Not as the crow flies distance.

Survey or no survey I ain't quitting without my severance.

Exactly. The survey is force us to quit so severance do not get paid out.

If they really were listening and making changes, they wouldn’t have a What we are not changing section. Basically, they ain’t changing just because you have concerns, it’s used to make us quit or even worse. Example, RTO was 11 days, they listened and made it 13 to 15 days a month with over 60 percent requirement. Remember, it’s not 60 percent, it’s Over 60, so if it’s 14.01 days required and you are at 13.9 days, you don’t meet requirement and they will use that come compensation time

@et this is actually a phenomenal point. The more we scream about something we hate the worse it gets because making us quit is cheap AF for them. No unemployment. No severance. Just an empty req they can send to the GCC.

The survey can be used to turn the sc--ws on employees to increase turnover. Ex: Employees give feedback that they are against RTI. An MC member can use that data to put further RTO hardships on employees to increase American based employe turnover even higher.

Don’t gullible, the survey isn’t meant to make us happy or retain us. It’s meant to drive people out by learning our fears and grievances.

They were literally begging for people to take the survey because the engagement was low. Pathetic losers. Never taking that sh-t again.

@c5 yea, for me it's to protect my mental health. I understand what you're saying, and don't necessarily disagree.

But for me the active choice not to engage is making the choice not to play their engagement game. They legitimately do use the engagement to say morale is good. I just can't play anymore. I don't have it in me. I have no issues looking an MC member in the face and saying that my choice not to take it is BECAUSE they've chosen to make things harder and say "we hear you, but no".

I hear their request to take the survey. But no.

@c2 I think they expected one or two bad surveys. I don't think they're ok with it not only remaining bad, but getting worse. That's why I hate to see people not taking it.

It's one thing to tell the board "This is necessary and will cause some discontent among a small minority, but it will be manageable and will blow over in a year" vs "this is causing continuing and considerable damage that isn't going away."

@bn the thing is, that score has been horrendously low since Gunjan took over and they've continued to put the sc--ws to the things we actively want them to change.

This year is the year I fu--ing gave up. This place is awful, and they legitimately do not care. We've told them what we want changed and they basically flipped us the collective bird. The things in WE are literally what employees want changed and they've told us no.

There is no point to this survey or hoping for anything better with the current leadership. It will continue to get worse until it's not fixable and then we'll be sold off in parts.

The fact they devoted a section to "What WE are not changing," which pretty much includes everything I'd want to express in the survey, is reason enough NOT to even bother.

Look, I have great immediate management and appreciate them, but the problems in this company are both created by and won't be addressed by the TOP, so why the f*** bother?

@b8 That's stringing together a whole lot of assumptions to masquerade as an argument. I have no doubt they want participation, so them not getting it annoys them. But I think they dislike the negative feedback even more. A big fat "strongly disagree" with "the MC demonstrates they care about the employees" seems a lot more effective to me than not taking the survey and letting them parade around how everyone agrees with that statement.

I encourage everyone to take the survey and complete the free form fields because the negative feedback irritates leadership and is fun to read and agree with in TTUS focus groups.

@b1 Them why did G.K. visit Milwaukee and zero in on the Wisconsin market having the lowest TTUS participation in the country? Weeks later the Market Leader “retired” 🤔.

69% completed is disheartening, I was hoping for 30%. The person/people saying they dont care about negative feedback are 100 correct. It doesnt matter if it's negative "engagement" is engagement and you just spin the data once you have the sample size you need. If it's 30% then they dont know what to do. They would probably extend the deadline to complete it.

I really think you people pushing this "participation matters more than outcome" narrative are buying a load of bull conspiracy theory. Wouldn't surprise me if this was a planted rumor to skew the results more positive.

MC wants nothing more than the most discontented people not taking the survey so they can show how peachy everything is. Nobody else has offered a remotely plausible much less compelling reason why that isn't the case.

I got like 5 reminder emails lol

Don’t take the bait about taking the survey and providing negative feedback. In the MC’s minds all participation is good, the actual feedback is irrelevant. Do not take the survey!

70% of beneficiaries of the H-1B visa system in 2025 were born in India, as per official data.

And 20,000 USBank employees are offshored to India.

I put in the survey when they will offshore my job to India. Just be honest and let me move on instead of slow torturing of worry about losing my job

Take the survey. They do not want negative feedback.

Damn straight - getting the ‘this is your second reminder email’ pushed me over the edge

Email deleted. Not taking the survey. They can su-k my ba--s.