There is a message in Workday saying as much. How will they track hours in-office if they can't even update general attendance in a timely manner?
15 replies (most recent on top)
@jm they are probably going to have an adjusted expectation that averages 3 days per week from now on instead of the 11 days a month = satisfactory. More micromanagement. I'm probably just going to have to start coming in every day at this rate.
The reporting has been updated but it doesn't show time spent in office. The reporting is off though as it's calculating the % based on the number of work days in the month, not meeting the 3 day requirement.
@g5 If you didn't buy 25 1dte ATM calls on SPX before market close, congrats you're stuck at this job until the next generational buying opportunity.
If you start cold calling and offer your services as an AI consultant for local dog washes and plumbing companies, tokenmaxxing with claude opus 4.6 to produce adslop, you might still have a chance.
If you choose to do nothing, you will be stuck in the permanent underclass. You only have until the end of the week.
If you fail you will have to have a JOB where you commute to a corporation that doesn't give a fu-k whether you die in traffic or not. The roads are dangerous now, many third worlders on the roads that Tim Walz gave fake driver's licenses to. You eat lunch in a gray cube and listen to "sh*tpreet" talking in hierogylphics to one of your other "colleagues."
You have 8 days to write the government a big check so they can give it to foreigners or you will go to prison. Mohammed and his buddies at the learing center are waiting for your money to buy more chromehearts and BMWs. The indian family who wants to take out a small business loan for free from the government to buy a gas station is counting on you. Don't let them down!
@g1 Time to order precisely 25 TACOS.
Lots of things were delayed today. TACO anyone?
@f9 I don't see anything on my workday.
It's probably because they're working on incorporating the IP tracking that's beginning in a week or so.
@f3 The message on Workday says by "month's end," so it may be awhile.
What's the holdup with the reporting? Are they waiting until after the TTUS survey closes before they release it?
@a8 I don't think that's it, because it's not feasible. Example, as a West Coast employee, it's not at all uncommon for me to have meetings starting as early as 7 or 8. Occasionally even 6. If I have 2-3 hours of those in a row, I have to pack up and go into the office afterwards.
If they want to enforce that, then West Coast employee will simply start declining all meetings set before 9am so we can drive in and set up. That absolutely would cause tremendous disruption. My managers already have to account for EST and even European time zones for many of our meetings. I can give them a lot of flexibility by starting early at home, but if the bank is going to be di-ks about it, then I'm going to dig my heels in too.
I know this generation of management is far more concerned about going through the motions than actual productivity, but I think even they recognize that's going to be an issue.
@ac Yes, i guess! we need exact time our employees SAT on the chair looking at the monitor as this is our metric in the new Talent and Performance section (workday).
@a8 It does seem like a possibility that the report is going to include more data points going forward. Does anyone have any insider info on whether or not that's the case?
I'm guessing Workday issues. Nothing says "modernization" than implementing a new HR system that is heavy on batch processing.
My guess is they are adding additional data like dates of swipes or how long we are on our hubs network. Coffee badgers and swipe then go home folks may have some explaining to do or the bank is just having IT issues which also wouldn’t be a shock.
Makes Sense, given unique among banks, U.S. Bank measures success, merit, and performance using a singular metric: The duration employees remain seated for eight hours in non-ergonomic office chairs at hubs. This approach contrasts with traditional metrics such as:
• Business Process Improvements
• Innovation
• Project Management: Management of Scope, Time, Cost
• Reliability
• On-Time address of issues
• Net Profit Margin
• Customer Satisfaction Score (CSAT)
• Revenue Growth Rate
The Top leadership do not have to worry about Child Care, Elderly Parents, Family Members with Special needs as THEY (MC - Senior Leadership) are rewarded and compensated with lucrative packages, including child care, luxury travel, and high-end accommodations near Minneapolis HQ.
Unlike an average Indian, Fun-an’s other half was born in a privileged class (called IAS) with ivy league education and background in mechanical engineering (worked at Caterpillar in 1980’s where it requires physical in person collaboration to manufacture and assemble construction, mining, and other engineering equipment to measure performance), but Fun-an’s other half strategy is not going to attract/retain/resonate with the average employee's challenges at a financial institution like U.S.Bank in year 2026, unless Fun-an wants to turn U.S.Bank into Caterpillar to manufacture physical goods or turn the bank into a sweat shop.