I was one of the many coffee badgers when they switched the reporting metrics back in march to IP connections. I’m super worried about this putting me in the queue for a layoff. Anyone in management know how they’re handling those numbers (Jan-march 2026) for reviews, reductions etc?
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@tr you asked why all the downvotes. I told you why all the downvotes. That's exactly what the conversation is about in this particular context.
@rm Nobody's arguing about what the policy was. The policy changed. People are asking what the policy is now, and if Q1 will or won't matter, and the information addressing that was shared. What the policy used to be is not the topic being discussed.
@q7 it's because that isn't actually what the policy was. That's why the downvotes.
The policy was 3+ days a week, but you didn't have to make up days worked from home due to you being sick, a kid being sick, weather, etc. it was EXPLICITLY stated in the old policy that they magically deleted. Now it's 60+% of your time OR ELSE. No exceptions. Doesn't matter if you're
@fq Why all the down votes? This is an information share, not someone advocating for what the company did.
@kf dude who hurt you. I can get on board with most of it but that last sentence was super uncalled for.
JFC, what do you people want? You ask questions, speculate, and make post after post about how worried you are because of supposed unknowns, then someone shares information you haven't bothered looking up yourself, in an attempt to answer those questions, and you freak out on them.
Die ignorant you sacks of sh-t.
@fq the "expectation" was established but was far more flexible. If I needed work WFH because I was sick, I didn't need to "make up" and office day. If there was a snow storm and I worked from home that day didn't need to be made up. It's all in the original FAQ that I have multiple saved copies of.
@ea The "Working in the office: In-office attendance and reporting (Global)" article FAQs in MyHR address the change that took place in April.
"Q. Am I held to the 'more than 60% in-office' expectation for Q1 2026 if the updated measurement approach didn't take effect until Q2 2026?
A. Yes, as the expectation of working three-plus days in the office was established and communicated over 12 months ago."
@d5 You are mistaken. They are tracking hours, it's just not part of the current reporting.
I can relate to previous poster, I only showed up a few times a month last year and still got an above average bonus. This year I showed up more due to the new requirements but still way under 60% but manager hasn’t said it was an issue. We’ll see in the next bonus I guess.
@ah what part lol
@a4 diabolical is STRONG for still doing my 40 hours of work lol
Ngl, me too OP. I’m not that worried though - not because I have some inside information that they’re definitely not going to consider those numbers or anything, just because worrying does nothing to solve it. Keep your resume updated and put some feelers out there if that calms you down some.
I’ve been coming in and staying 7+ hours at least 60% of the month, sometimes more, since the change but I’m not sure if the change was really a go forward correction or if they will be using the first quarter numbers for layoffs, regardless of the rest of your performance. At a minimum I don’t think we’ll be eligible for a bonus since first quarter numbers are nil. Granted, I didn’t meet RTO numbers last year either but still got a raise and above my target bonus since I’m a high performer otherwise.
My department head (rather not say what department) said he doesn’t believe there will be any impact to my group regarding RTO numbers prior to the change and to just make sure you meet it going forward. Hopefully he’s right but who knows.
@d5 I think they do have the ability to pull it but are only doing do for situations like you described. If people rat someone out for coffee badging I'm sure they can go pull data to verify.
My guess is that the goal post will be hourly reporting metrics by EOY. Right before annual reviews.
@OP They have the ability to track your actual time spent in the office but are not doing it. So, you should be OK. Not sure how it works if you badged in or out and never logged in. I take public transportation, same time every day, with someone who works on my floor who would badge in and then turn around and badge out. There were a few of us that would chuckle about it in the elevator. When they switched to IP, he started actually going to a desk, never the same one, and logging in and then leave about a half hour later. I have not seen him for a few weeks and the gossip on the elevator is that he’s been canned. From what I gather, there are self- appointed hall monitors that will rat on you in a second if they notice something. That said, since they are not monitoring how long we are online he may be fired, if he was fired, for other reasons. There are a few people on my team that leave after about 3 hours and our manager and teammates don’t care.
@OP This has to be satire.
If you're "super worried" about it, go see about finding another job for yourself.
It'll keep your mind focused on something to look forward to, and who knows, you might get an offer for something much better, and before anyone starts wheels in motion to lay you off here.
Engaging in a job hunt now beats sitting around wringing your hands about how "super worried" you are about having blatantly disregarded work rules which you'd agreed/were expected to adhere to.
Next time, just do what you're supposed to do, without trying to be slick.
You can't get way with "pulling a fast one" at work these days; there are too many cameras, tracking software, sensors, digital footprints, and countless other ways "the man" can track, trace, grab, and nab you.
Personal and professional integrity = strength, and can take you a long way in life.
Be a lion, not a weasel.
@a4 What's diabolical is to go back on one's employment agreement. Legal yes. Ethical no.
That said, there are many cases where people were actually coming in to work but it wasn't being counted by IP (like VDI users), so no, they cannot legally at least take that into account for layoff purposes.
I don’t even know what to say to this! You purposely knew you were skirting the system and now you’re worried about being laid off? You’re diabolical