Some teams may have already been subjective to for a few months this but official communications have surfaced the power apps In Office Insights portal.
Policy is 4 days in office.
Out of compliance may get disciplinary action, hit on performance rating, termination….
@1j
That was a fireable offense at my previous employer.
What if your friend wipes your badge?
I don’t understand why they wouldn’t adjust for PTO and sick time off since you are supposed to log that into the system. A “technology” company can’t figure out how to link 2 systems?
Yes, employers can track time spent in Microsoft 365/Teams and product positivity reports via AI. They can also track time spend on work networks.
Can employees track their attendance status in Power Apps?
in our left coast region, we've been 4 days in office for last 3 years....but sales and construction are in the office during weekly meeting and in the field at prospect/customer visits or construction job sites the other 3 days and wfh Fridays...so basically nothing has changed since 2023 for us.
Did anyone get an any actual formal or hr communication on this? Some teams that were doing 2 days a week avg are still doing it so not sure if there was any formal policy change announced recently.
@fk it seems every team is handled differently. The 4 day policy is across the board. However, there are HQ teams that if you are out sick or on vacation for instance, your PTO days aren’t taken into consideration in the quarterly report. You’re flagged by HR regardless if you don’t meet that quarterly average. I think the first quarter is a warning and the second time it happens, your performance rating is affected - and eventually, it can lead to termination without severance…. No matter how great the quality of your work is. What you deliver won’t matter if you don’t meet this in office requirement…. This requirement that doesn’t take an employee’s sick days and vacation into account when they look at attendance or an employee’s flexibility needs that should be at the discretion of a manager or dept lead. What a wild ride.
@et that's just outrageous
So I'm not following. Stated policy was always 4 days with a bit of leniency based on lack of PTO and other location tracking. So basically, all the folks doing 2 days a week on average are getting in trouble... Is the tracking better now and the leniency is dropped?
@f7 it’s because they can’t account for pto so they build in wiggle room.
some teams are only 2 days on average for the quarter which can be used in a variety of ways such as working 4 days one week and then WFH the following week as long as the avg for the quarter equals 2 days, not sure the rhyme or reason but there isn't even a standard policy enforced
@ee you’re one of the lucky teams. I can tell you that many teams in HQ do not get the courtesy to have PTO taken into account because we still get the HR naughty list emails and HR rep discussions we need to have with our team. Any time we’ve pushed back, it’s been a “that’s the policy”. Why do some teams get the flexibility while others don’t? I don’t understand this game.
20+ year HQ worker here.
My boss (SVP) does take PTO into account)
@OP it doesn’t seem like anything is different here than what’s already been happening?
@a8 it's not different; but because the company executives have nothing better to do, it is now going through yet another phase of "reinforcing policies". Policies we do not even have the tools to track accurately (i.e not accounting for PTO, offsite leadership training, travel to other locations, etc etc)
This is the craziest power hungry big brother nonsense I’ve ever heard. How do managers keep their employees motivated? What do you tell someone who has a sick kid at home and can’t make it in and that PTO doesn’t count? What do you tell an employee that’s not feeling well and sick days don’t count? Why isn’t it up to the manager or dept to decide? This just feels so gross.
@bp Yet to receive an official communication but we got a nasty, vague, and obviously redirected email in August regarding our teams Quarter 2 in office attendance. The numbers seemed too low and that's when we put together that PTO was not being considered in the formula. People with less than 3 days/week were flagged. Direct leadership has dodged questions about it. ..and yeah good luck with HR. The lack of transparency around the whole thing is disheartening.
I retired May 1 in Denver. I think I made the right choice.
Not counting PTO…. Isn’t this a lawsuit waiting to happen? How can the company get away with not counting PTO? I’ve been trying to get a straight answer from HR on
This has been in place for a few years if you were just impacted, bless your heart.
How is this any different than the policy that’s been in place for a few years now?
And remember kids - your PTO is not accounted for so get ready to be pulled into the principal’s office to defend your whereabouts when you return.
I'm confused - are you saying there is confirmation of the tracking?
"Lol" I say from my home office at my new job since I got laid off with the divisional restructuring.