I was asked to be a “Return to office Coordinator”. Does anyone know what this entails? I tried to decline because it is not career related for me and I’m already completely swamped and working consistent overtime at my regular position in information technology. We compromised on making me the “backup” but even this concerns me because I don’t have an understanding of the commitment. Does anyone have information on what is actually being asked of “Return to Office Coordinators”?
26 replies (most recent on top)
@fez+1cSdGUVG
You forgot to add the stress factor exists for Exempt as well. " Just say'n".
“There was a legend/myth that many moons ago someone audited the STAMP hours by projects and several people sued and got a huge settlement/back pay because of the ungodly hours. Not sure if this is an urban legend.”
About 8-10 years ago there was a class action suit for those with salary tech titles. At the time i was an ASE3 and worked in a business unit - this is before the whole move tech out of business. Remember STAMP is only for tech, so by aligning tech resources in the business we never had STAMP.
We were salary at the time and were given a document to fill out and “testify” how many average hours we thought we actually worked per week over the last 2-4 years. Sorry memory fuzzy on the exact details. You filled out however many hours you thought you worked, then there was some formula that calculated your payout. You did not get 1.5x salary, it was something else but still a nice little extra paycheck.
Shortly after that, or maybe it was during that lawsuit, ASE3 became an hourly slot and that next review cycle i was bumped to ASE4. LOL!!
It could very well be the class action was triggered by the STAMP legend you speak of.
HR is not running this CPG is. Go to a meeting session and listen to what is being said in its entirety, once you let that sink in and marinate then ask questions.
I am a coordinator but I am used to this I've been thru moves restacks all of that this will be no different. If in doubt reach out to your manager or your managers manager because they won't have the answers. CPG is given way to much authority of what happens in WF and now people will understand that.
Exempt (Salary) vs. Non-Exempt (Salary plus Overtime Eligible)
I did the math over a progression of 5 years. You tell me who came out better?
EXEMPT
- Standard Work week of 40 hours, but you and I know that you work more like 60-70 hours on average, especially peak project times. There was a legend/myth that many moons ago someone audited the STAMP hours by projects and several people sued and got a huge settlement/back pay because of the ungodly hours. Not sure if this is an urban legend.
- Base Salary of $100k
- Target Bonus of 10-15-20% of Base Salary but with Managers Discretion and all the other BS budget and metric/goal excuses they come up with, so let’s go with a flat 10%.
- Standard raise of 2% year over year, again due to Managers Discretion and the dog and pony boohoo show we have budget cuts so this is the best I could do to spread it evenly between the team BS nonsense like my manager is doing me a favor. Honestly point me to direction of the guy getting the year over year 6% raises and I’ll gladly let him slap me in the face twice.
- Total Compensation for the year $102,000 plus $10k bonus. Roughly $112,000.
NON-EXEMPT
- Base Salary of $100k, hourly rate equivalent of $48.08.
- Rarely bonus eligible
- Standard Raise of 2% (see above for BS)
- Standard Work week of 40 hours, anything over 40 is paid at 1.5 times the hourly rate, $72.11. Anything after 9 pm pays an additional premium, including hours before 6 am. For those who work international time zones. But for the sake of this calculation, not including that. Only overtime.
- Average of 10 hours per week of overtime is $721.10 per week or $34,612.80 per year based on 48 weeks (minus 4 weeks for holidays/PTO)
- Average of 20 hours per week of overtime is $1,442.20per week or $69,225.60 per year based on 48 weeks.
Total Compensation: At a minimum $134,612.80 or even more than $169,225.60. (Premium hours and weekend shifts not included)
Did you get a bonus of $70k? Maybe $34k for all those hours you worked throughout the year?
I think the Non-Exempt person did much better.
Wtf the overtime even mean? Are you hourly?
We don’t have enough dedicated resources at this time?!?!?! Absolutely laughable.
I can think of several business units that have had nothing but time on their hands the entire Pandemic to manage this. HR, Corp Real Estate, Technology Workplace Management, Facilities Management, Corp Security, etc.
It’s all their wheel house. They need to manage it, own it and be held accountable for it. How is knowing about COVID-19 testing related to my job in financial services and technology? It’s not. What next? They want me to man a forehead thermometer, scan foreheads and pass out rapid tests as people exit the elevator to go to their cube? Should I test the strips too for them? This has nothing to do with my job, my role or what I do in the bank.
How is the HVAC and Filtration system related to my job? It’s not. It’s not my job to problem solve for business units that have had over 18 months to prepare for this.
HR needs to get their act together and actually mange the Human Resources and health/safety protocols. I’m sure there are plenty of people available, recruiters who aren’t recruiting, HR advisors who are not advising, HR LOB/business unit liaisons that haven’t “liaisoned” jack. An all hands on deck approach is needed from HR and their partners in Workplace Tech Mgmt/Corporate Real Estate. Convert all of their jobs and add in Pandemic Training, Coordination and Support.
Also, make sure you are enrolled for Long Term Disability insurance policy during Benefits Enrollment. If they are going to force you to return, and you get a break thru infection, then stay on disability for long haul Covid symptoms. Short Term Disability is 100% base salary plus benefits, anywhere from 12-26 weeks depending on your years of service. Prepare yourselves. Maybe it’s a good time to up your Life Insurance as well.
You all need to reread the OP post. He is merely a "back-up". Take a chill pill people.
Fight it. RTO coordinators have a ton of responsibilities. I am one if them and it's ridiculous. You need to train on everything from health mgt (COVID testing) to workspace mapping/changes, parking changes, etc. You will be the go-to person for EVERYONE in a massive area in your building. They are asking staff with already full plates to do this because we don't have enough dedicated resources to do it anymore.
OP is the person who asked if they could come into the office five days a week.
Let me prepare this for your manager to put in your review coming up:
Since RTO was delayed until January, ____ did not fully deliver on the responsibilities of RTO Coordinator. As such, I have no choice but to rate you “Inconsistently Meets”.
Not trying to be cute here, but it sounds to me like you just doubled your overtime. Best of luck.
@kfc sorry your workers are on to you lazy managers
Don’t do anything at this job that you are not getting paid or promoted for, period. What if additional liability comes from this role?
Did you ask the person who told you you have to do it? Or ask for the name of the person you are backing up, to discuss with him/her? So many better options than 1.) stressing about it, when you don’t even know what “it” is. And 2.) asking an anonymous chat room. It could be something as simple as being in the office on day 1 to help people hired during the pandemic get acclimated. Be a team player maybe, it will reflect better on you than trying to get out of it because you are “too busy”.
Technology has a dedicated team (Technology Workplace Management) that manages all things facilities, space management, and RTO for the organization. Perhaps they can assist.
I would tell your manager to coordinate this role with Corporate Real Estate. You should not being doing administrative work or real estate work on top of an already demanding job.
Each LOB and Business Unit is assigned a Corporate Real Estate Manager. Also there are CRE Building Managers and CRE Regional Portfolio Managers. Tell your manager to reach out to those points of contact.
In my opinion, CRE has had over 18+ months to figure out a plan, communicate it and enact it. From HVAC changes for safer air and circulation, to adjusting corporate lobby entrances and floor seating capacity to accommodate a safer and healthy environment. Has CRE done any of this? Probably not, but they want “Coordinators” to help them do their job? No. They need to hire some temp workers to assist them. Not you, not your manager.
Working remotely for 18 months has proved that we can all do our jobs while not being physically present. We have adapted to a new way of working and living.
This should frighten CRE. We do not need their buildings or workspaces to perform our roles.
We’re sheep for wearing masks? Hmm, seems to me the brilliant group of people literally taking livestock de-wormer are the sheep.
agree with OFN, ask your manager not a layoff site. I would imagine though you are mask police but that allows you to be maskless. Just like Dems, do as I say, not as I do
That position is typically reserved for those being target for the next reduction......its a golden ticket to displacement.
As Ashton Kutcher would say…
You got punkd!
@zsh+1cSdGUVG, can you show us on the doll where mean ol Joe and the democrats hurt you?
Choose some chump on the team make them the RTO coordinator and then if anybody is unhappy about RTO redirect them to the chump instead of the manager. NICE
It essentially entails wearing a Biden hat and t-shirt, making sure every sheep has their mask on when they come into the office and brings their Wells Fargo pony to work each day. You really should be a good sheep herder and sign up to do this, Bro. It could qualify you to be the next CRO or CEO.
You’re supposed to be a cheat leader for rto; you must be vocally positive about rto to be asked
Wow I wish I thought of this first. Your manager is a pioneer.
I am going to have to select one of my own direct reports to be a "Return to office coordinator". The type of person that does not realize I am polishing off my own admin work on them. It is always good to have a doormat willing to do cr-p work that has nothing to do with their real talent or contributions.
What will this job involve? Anything even remotely related to returning to the office, plus any other cr-p that I don't want to deal with. Can you attend this meeting for me and approve these STAMP reports for me? As they say it rolls downhill!!!
Instead of asking this site, maybe you should ask your boss for more details unless you don't have a good working relationship with your boss.