Anybody fired for not going in?
27 replies (most recent on top)
You're cute @bep; "they" and all of those "they's" can fire you for breathing the wrong way.
There's no "chatting" in the office! There's no commiserating around the watercooler with your "teammates." Why is that? BECAUSE WE ARE IN MEETINGS ALL DAY LONG AND DON'T EVEN HAVE TIME TO USE THE BATHROOM MUCH LESS "MEET" AT THE WATERCOOLER OR LUNCH; WHAT IS THAT ANYWAY? Now, like a bunch of rats in a maze, they put us crammed together like stuffed chickens ready for the sl------r. The only thing shared between me and the rest of my "team" in the office is fl-------e, body odor, and the occasional "I know what you had for lunch" burps. How is putting everyone together like that helpful? NEWS FLASH; IT'S NOT!
Our Manager told that we are supposed to be at office for a minimum of 5 days / 2 weeks. Tracking will start in January and RTO will be part of performance evaluation for our team.
@eqm+1kSrvB9u Stand still laddy!
This is how you know that the executives talk about diversity is a load of S. There's a lot of benefits to diverse people from WFH. It's actually pretty difficult to discriminate against people in that work setting in any way that isn't being monitored/tracked, so for the most part it doesn't happen. I'm of a similar mindset as you, but on top of that no one in my building has a business need to know what group I'm in or what I do. I stared going in to the office in April of 2022 and haven't had a single beneficial conversation there since, because every one in my group is in other locations across the country. So, just like when I was WFH for the last 8 years, all of my collaboration was his phone, Skype, teams and email...the only difference now is that I am being forced to waste gas and time to go to a random building to do it. I despise our current executives for this mo--nic policy and their attempts to make it a blanket approach. I will, however, outlast those worthless excuse for "leaders".
I was not required to RTO until mid-January 2023. (Long story). My manager had someone else verifying the RTO stats and I was specifically asked why I wasn’t in the office the first part of January. I know for sure the head of our org (2 down from CS) is getting reports with actual names of people not in 3 days, and then it is filtered down to lower managers who have to verify and provide reasons why their direct missed the 3 days to upper managers.
In our LOB, senior leadership this month started the discussions about enforcing RTO (3 days per week) via attendance reports. I have not personally seen the reports, but I know they exist. They may not be perfect, but the badge swipes and network logins are on them. Apparently, technology is building a new tracking system where employees will be able to provide explanations why the RTO policy was not followed, i.e. PTO, travel, etc. We have had discussions in our group meetings that the RTO policy will be enforced this year and performance reviews will reflect it, if the policy is not followed.
I wanted so desperately to ask at one of my meetings where they were saying how good it is to go into the office and meet new people and chat, blah, blah, blah... What if you are an introvert and you don't want to chat with strangers or meet new people; what if you just want to sit at your desk and work and concentrate on your deliverables? LOL!
Their justification for going back into the office is lame. The policy is ridiculous in this day and age.
It's to bad executives can't be fired for short-sighted incompetence and destroying morale for zero net benefit.
Yes, you can be fired.
It's now on Teamworks.
Go to the "our workplace" page, and in the upper left there's a tile that says something like 'learn about our approach...' Click on that and you'll get a page of 'faq'-style text outlining what's expected, and the last section spells out that in-office attendance can be subject to performance mgt discipline, including termination.
it will take time for the process to play out - conversation, warnings, etc and like any perf mgt issue some managers will be quicker than others
the focus is first on ppl who are coming in less than 2 days per week on average.
OC leaders have told their directs that they will be held accountable for in-office stats for their teams, and in turn those managers have told their managers the same, etc.
So now it's the manager's neck on the line... it will happen.
RTO is not a policy? Insubordination is in the handbook. That’s the policy they will terminate you with. You can’t draft policies for every single scenario. They create broad ones so it covers many situations.
The policy is "Don't Ask, Don't Tell". Maybe they don't say it or put it on paper, but that's totally what it is.
There's no such thing as "performance issues" when it comes to stuff like this. There's only "my manager doesn't like me" issues......
Yes you can be fired for not RTOg but it will be coupled with poor performance discussion and ongoing refusal to RTO the eventuality gone. One person in our group was fired but would not have happened had they not been vocal about refusing and had they not already had performance issues.
Getting people to come in isn't success. The cost, damage to morale, loss of talent, and degrading performance from disgruntled workers who can see the emperor has no clothes will ensure the policy's failure whether there are butts physically in seats or not.
I don't despise a "corporation", I was very specific. It's the current and very temporary executives. They aren't doing what the "business needs", they are making stupid decisions that are and will continue to hurt the company. You're aware that executives are frequently wrong, right? Not just at WF, but generally? Companies fail and are negatively impacted all the time from these things and this won't be any different. You want to beat JPM, BofA, Goldman etc.? Embrace WFH in the roles where it makes sense and a TON of talent that isn't available to them will instantly be available to WF. Reduce the wasteful building portfolio for admin workers. Massive cost savings, massive improvement in morale, and a large reduction in expensive HR / compliance drama that has cost this company billions. Less cost, more compliance, more safety, more talent. Some of our smarter competitors on the tech side are already doing this. WF does it in limited areas where the market forces them too. Funny how we are only "better together" when the employment market allows it, otherwise it's not important and we're suddenly not better together.
These clowns have failed to make their business case. They require one in order to make any relevant changes. I didn't make the rules, they did. I'll oppose backwards dinosaur strategies until the day I leave the company. When I retire, sc--w it, someone else's problem then.
Some luck folks convinced their Dr to write a medical exemption. Wonder if they get blackballed anyway under the covers. Charlie is smooth, slick and smarmy.
In office compliance to be tied to performance ratings and salary increases. Announcements coming shortly.
@pha+1kSrvB9u
Please explain how this makes sense on a balance sheet. The executive team is enforcing a ridiculous idea, and their own jobs are threatened if they aren't onboard with Charlie. How many executives have left the company over it? If the yes men are the only ones that remain, that's a huge negative .
The last time checked the headquarters were In San Francisco and the CEO was working out of New York. If that isn’t the biggest WFH exception in the world. Will his performance review be impacted?
RTO won't fail. Threat of job loss during the coming recession will have everyone back in the office.
I haven't been fired yet, but will let you all know when or if I am. I'm continuing the 1-2 days a week I was doing before covid, but this "mandated" 3 days a week ain't happening.
Sincerely,
The only Exceeds on my team
@xxc+1kSrvB9u " I truly despise the executive team for this BS."
Why would you despise a Corporation? Despise a family run business, mom and pop business or your friends for doing you dirty. This is literally a business making decisions based on what they need. Stupid to you, stupid to me but on a balance sheet it must make sense.
They will likely make an example out of a few people at some point. Not sure when, but it'll happen. I truly despise the executive team for this BS. Can they do it? Sure. That doesn't make it any less stupid and shortsighted. They are demonstrably wrong on this and people know it. In the end it will fail. Future leadership will either come to their senses or face the consequences. Current execs won't be around much longer, so I quit caring what they think when they enacted RTO. All I'm worried about now is what the next regime will do.
Under technology Return to office FAQ it states it can effect performance
Yes, you.
On the new Technology RTO page they most definitely have that listed at the bottom the last paragraph and will use that against you in performance evaluations.
I don't think they can fire you. RTO is not a policy.