How much do you think this will weigh in on reviews and lay offs? I'm sitting around 57% for the year but have hit 60% each month since the new roll out. One month in Q1 was terrible for my family with sickness, school closings, and car trouble so had very bad rto numbers. Now I'm starting to worry that one sh-t month is going to sc--w me.
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@15r maybe it's me but I feel like you "people leaders" have become spineless. What are you guys actually leading? You guys are leading us right to misery.
The goal has never been about employees complying with an arbitrary percentage. It's all part of their legal risk mitigation strategy by building a case against employees to justify NI ratings and/or PIPs when they decide to cut you with no severence or unemployment eligibility. It's also convenient leverage for them to deny merit increases and bonuses without breaking employment contracts or policy. "At will" employment isn't as wi--y-nilly as some people make it out to be. USB HR is sloppy at best, so they attack employees' work ethic for extra insurance.
Nobody is safe even if they meet the RTO expectations. Senior leadership is not above fabricating false performance issues. And rest assured, they are very well aware RTO ambiguity and confusion fosters and perpetuates employees pitting against each other. It's all part of the strategy. Bhagavān forbid 70,000 employees took a united stand...
As a people leader, I’m fully prepared for my leadership to say if this goal wasn’t met, they will not get merit.
I don’t like RTO either, but I understand it’s a goal we have to meet. They changed the criteria but we have had ample time to get to 60.01 for the year.
@a9 you can contact HR to have this fixed. I did it for my staff.
@mz Since the in-office attendance is an official goal, yes.
So do we all get to put our numbers into our self evaluations that will be due in early November, two months before the year end?
@g7 It's been months and there has been no problem because my average remains above 60%. At the end of the day we're all sc--wed no matter what but I'm still going to follow the requirement because I don't want to hear about it.
@eg If you have the flu but can still work then do a flexible work arrangement with your manager.
@fs your manager may be fine with it, but the reporting rolls up to your MC member and I assure you they are absolutely not fine with it. This is the flexibility I'd love to have back. Managers being able to make judgement calls for their employees based on circumstance.
@eg Unless your manager has said you can't, you can. There are times when I'm not well enough to make myself presentable and drive to/from the office, but I am well enough to put in a decent day's work from home. I adjust my in-office days around it, and the one time I fell short and dropped my percentage, I explained to my manager that I worked that day instead of letting the team be short staffed and they were fine with it. I know every manager is different though.
I am not sure about you, but flu last more than 1 day. Not uncommon to still be sick after using your 80 hours.
I have seen co workers come back , still sick because they used up all their sick time, the got half the office sick
@dz because you can be sick with the flu for days to weeks you fu--ing knob. You're also contagious for a really long time.
We used to be able to work from home when we were sick. It helped us stretch our sick time - especially for those of us with kids.
@e8 sounds like you should su-k it up and move to a hub and stop complaining about being stuck. Then you can deal with your a-s in desk time being tied to your performance like the rest of us. You can then complain about the cost of a commute because between that and cost of living to be close to a hub it'll eat away at whatever pay raise you'd have gotten anyway.
I have sympathy for remote workers. They got dealt a sh-t hand. Just not for remote workers like you.
Do what you are supposed to do and go in to work. Let your work speak for your value and advocate for yourself. Beyond that, don’t worry about it.
Some of us got boxed into remote work, so 5x what the complaining hub team members do and have no opportunity because of where we happen to live.
Take advantage of your opportunity and stop complaining.
@ad why would someone with the flu come in? Just take a sick day and enter it into Workday. Seems pretty simple to me.
@as Our jobs and compensation don't depend on it though. USB is an at-will employer. They can fire us for literally any reason. Besides that, people are being laid off despite meeting or exceeding the requirement. We are also not entitled to pay increases, despite the continued record earnings that are built on our backs.
Corporate banking is cutthroat and it will only get worse.
Is it actually legal? Our managers repeatedly told us it was 11 days. We were also told we did not have to make up sick or vacation days, then they changed it to over 60 percent.
Remember guys, it’s not 60 percent, but over 60 percent, so we went from 11 days to 13 to 15 days a month.
I am on a team of almost 30 people and zero people met over 60 percent of for Jan to March because we were told you met your goal if you came in 11 days and sick or vacation days didn’t need to be made up.
This all changed in April, how is this legal? Our job and compensation depends on this
@a7 those of us that were smart saved the original guidance.
They changed the expectation, and the guidance. It was far more flexible before and I can prove it. They can fu--ing BRING IT ON.
The way the FAQs are written still gives managers some discretion as well. If they want to dock people I look forward to the slew of ethics complaints
@a8 I have receipts too. I have the proof that they said if you WFH due to illness that you didn't need to make up that day.
They moved the goal posts and think we're too d-mb to document.
Can't WAIT for the flu to run rampant this winter with people coming in sick to meet their numbers. It's insane
My location was closed a few days due to weather and that is not calculated in the available working days for that month during Q1. Seems unfair to use those months against anyone but we are talking about usb...
@a8 The other reason we know it won't count is everyone with a VDI shows 0% before they implemented VDI tracking in May. You could have been in every single day and it will still show 0%. They'd have such a massive legal mess on their hands if they denied someone a bonus or fired them for using an approved technology solution.
@a7 Yup, this is where they crossed an ethical and legal line.
They communicated 3+ days a week. They also communicated vacation + sick days count as a workday. They also communicated 11 days a month.
All of those were put in writing at various times.
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."
I think my YTD percentage is in the 57-58 range. I've been at 60 or higher since April so whatever. If THIS is what they choose to base my bonus on, I guess so be it. It'll further prove that the actual work I do doesn't matter. Just the number of days and hours I sit in an office.
@OP similar boat here, won’t matter. They moved the goalposts mid-April so if you’ve hit the 60% May - on then you’ll be fine. It’s ridiculous if they sc--w you for #’s way back in Jan- April when the measurement was different.
It better not matter because I was at 100% on the old system before they switched it to the new system. My boss made notes of that.
I think it will impact bonus for sure. Also may potentially result in a NI rating without a PIP, but idk. I don’t feel like it’ll result in a layoff if you’ve been in compliance since April though. That could just be wishful thinking on my end, because I’d be out of here if so. I just feel like if they were going to let you go for that, they would’ve done it already or you would have been warned. I know of a couple people who were warned about their attendance earlier in the year and told to correct it or get the boot.
@OP Honestly, it doesn't matter. People have been laid off as recently this week who were exceeding the requirement. My advice is do your best throughout the rest of this month and year to increase your average since you are understandably concerned about it.
Following as I would like to know how my 48% YTD plays out.