Do we actually have to hit 32 hours each week in addition to 4 days in the office?
32 replies (most recent on top)
@k3 and no unemployment payouts since the employees left voluntarily.
Yes. They want to build a case to fire you and replace you with someone working in India.
Tracking toilet flushes? Just go with the flow and do what they ask. Medtronic has bigger issues than RTO tracking.
I'm a remote employee who went in most days just because. They made me vacate my cubicle, so I guess I truly wfh now. Not sure what the purpose of that was, my old cube just sits empty.
@15p so it’s 4 days 32 hr week and one day you get to work from home. It’s still 5 days bs while others in different states get to continue to work from home.
@eh The company had no love for us, not sure why there is so much anger within the worker bees.
@115 I sense bitterness. Maybe you should take your dog for a walk, it will make you feel better (not joking).
Well the reports came out and it seems to be not 32 hours but 4 days. I don’t know what constitutes a day. I plan to do some limit testing and I will share the results.
I would just sux it up for a month or 2, by the 3rd month you can WFH or be remote as the paperwork to penalize employees gets out of control for managers. btw maybe you'll actual enjoy being onsite again. or get RIF'd IDK
@10j UC Irvine site for NV is also RTO 4 days a week as of September 02.
@10j that’s unfortunate. Because many of the managers I know based out in different states especially one from California blocks her calendar and is always away running errands, doc appointments, fancy yoga and Pilates and remote travels to Europe. This is disappointing they get to continue being remote, someone needs to step up and talk about this
@rk I’m concerned that you can’t figure out how to walk a dog or do yoga during your lunch hour without it being detrimental to your workday.
@109 That’s what I’ve been saying the whole time. Right now, it seems to be just those of us in Minnesota who are unfortunate enough to live within a certain distance of the main buildings.
Is the rto also implemented to managers based out in other states like California? It would be extremely unfair if others are supposed to be in office and others get to be remote.
The vagueness of the RTO is purposely set up for people to quit voluntary or use as an excuse to RIF people.
Yes. I have been going t work for last 6 years. We never stopped going even during Covid.
Why can’t y’all just treat work as work? Your yoga and dog walks can wait till after work. Seriously you all are so entitled
It seems like number of PTOs we can take per quarter is also getting restricted with this method.
If you get 20 PTOs per year then you can take 20/4=5+ 3 (extenuating circumstances)= 8 PTOs per quarter even though you have more accrued PTOs.
And what about when you have to go on jury duty, that’s not really getting considered in this formula.
Seems like a classic way to force employees to quit and avoid paying them severance.
@h3 You are penalized now. Upper leadership hates us.
@bp Where can we find info on the new policy? Does it apply to everyone in the Twin Cities area or just the unfortunate souls being forced to RTO?
@k1 They are hoping 10% of the employees will quit. No severence. Reduced layoffs.
@h3 the new policy has very limited flexibility. If you have a sick kid, flat tire, etc, you are expected to take pto rather than work from home. It’s a bit tense around here.
@jk good to know. Thank you.
Does this policy also apply to directors and above and if so anybody know how the calculation works for them considering they have unlimited PTOs.
@h3 I agree with you - any snow day or sick time will now count against you.
In regards to the original question, they do not (at this time) have enough information to track how many hours you are onsite, unless you are an operator that clocks in/out. Heck, they can't even adjust correctly for the actual PTO you take or badge swipes at some buildings.
Looking at a role at MDT. What’s the policy with this strict of RTO with sick kids, snow days, etc? Pre covid, these things happened and it was ok. This feels like you’ll be penalized now.
@e9 all you tough guys on here are so funny. I’ve had the same “family and personal life first” work ethic for years and I’m still here. That’s not changing for RTO. Imagine devoting your life to a corporation that doesn’t care one bit about you. Not for me.
They will keep the people who stay more than they should first.
Second would be people who did their full hours.
Everyone else they will look closely to see house much time fraud you committed to the company.
Medtronic is tracking how many hours you are at the office. They are clamping down on "coffee" badging. If people are continuing abusing the RTO by badging in and leaving at noon, I won't be surprise Medtronic will implement RTO 5 days a week.
When you walk in a building using your badge to swipe in, they gotcha. Even if you piggyback, you walk by the reader and it will record you(or not..). Plus facial recognition SW is used extensively. They know exactly when you’re there/not there Those reports are collected and sent to the managers so they have a picture of who is coming into the office.
My take on this entire RTO exercise is to weed out the deadwood and targeted resources.
If an actual "goal" this year is 4 days a week in the office or 16 days a month on average, be glad you get a 3 day weekend every month. or if you play the math correctly 4 day weekend. Some of your co-workers are onsite days 5 day a week.
It’s the honor system. Sites do not require you to badge out. The only metric they have is the badge in time, and maybe a laptop heartbeat on the network, but that’s not enough information to determine the number of hours you are in the office or not.
Not everyone has the same core hours as well. Times vary depending on location and position.
@OP
For what it worth, MDT can't asks exempt employees for certain hours in office. However the system does track it . The statistics are visible to certain level above