Factoring in vacation, sick days, holidays....how many days do people actually need to reach before getting flagged for not complying? I'm aware that eleven days equals 100 percent.
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@bb so if you have a 2 week vacation.. you are required to work 2 full weeks in office to make up for that??
@16e there's someone in our general vicinity in the hub that's been observing and reporting people who have been in the office "long enough".
Like godda-n don't you have work to do?
I am a low level manager with my team in one location and me in another. I barely ever go in, I typically get 8-9 days per week in office. A lot of those days are me swiping in, working an hour, then going home. I work 55-65 hours per week in general.
I do not give a cr-p anymore. I don’t think this is really tracked unless your team is visible in office. As a manager I got notice that my team will receive a verbal warning if they are less than 50% in office. You just give this warning if less than 50%. Otherwise it’s department dependent.
@14q I have multiple copies of the original FAQs saved because I knew they would remove them and not tell anyone they changed the rules.
In reality I have had a few imperfect months (I do my best and go in and don't make a fuss because for me, personally, it's a waste of energy) and I have yet to be on someone's naughty list. I think there are reporting chains out there that are super strict about it.
@q2 so they can continue to change the games as it’s played. All the FAQ’s for RTO that were originally posted are gone so there is nothing left in writing to refer to. Like when they sad being a WFH employee wouldn’t get you penalized come raise/bonus time, which is proving not to be true.
It's simple really. Anything less than 3 days/week AND 11 days/mo can and will be used as ammunition for a PIP, when they need it. If you're not on the chopping block yet, managers will verbally warn you of your deficiency and document the date of the conversation, as this will be necessary documentation to justify a PIP later.
It's worth noting, hitting the RTO target does not provide immunity from termination. They will find other insignificant, meaningless discretions or just make up completely arbitrary under-performance metrics if they need to as justification for a PIP.
I caught on to my leadership's use of dated performance references quickly, and also heard from two peers with different managers experiencing the same strategy. So I started my own log and documented every conversation with my leadership team, including date stamps. Although it was incredibly useful for my formal written PIP dispute, evidencing the blatantly false performance issues, it doesn't matter in the end because they still got rid of me. Neither HR nor the ethics complaint process are policing this, nor do they care.
Business travel should definitely count too. If your manager doesn’t count it, speak to HR. They may not do anything but at least document it
@q3 Not sure why people downvoted you. Business travel should factor in
It’s like they WANT you to fail
What about business travel? If you’re out on travel for 6 days out of the month is absurd to think that you should also be in office 11-12 days. I agree, put it in writing and take the power away from the managers who arbitrarily decide how the policy is for their team
@m3 they need to explicitly publish this in a policy then. If this is the policy they need to put it in writing and be done with it. I don't understand why they haven't at this point.
In another thread I asked if sick time/pto could be subbed in certain cases (goal of 11 days/mo) and every single response said yes. False.
I checked with both my manager and HR who work on site, both of whom claimed the policy is: if you are absent because of sickness or pto you are expected to make the time up during the same month. Meaning reach 11-12 days. My manager granted an addendum to this: if you take off the entire work week you don’t need to make up the days.
Effectively if you take time off, or are sick, you are punished.
There may be truth to those who say things like “up to your manager, or your manager’s manager” - this is still up for debate. I can’t tell either way.
Nice company you derps are helping run here. Can’t wait to quit.
@g6 that because there isn't a formal answer. Managers have been trying to get formal direction on it for damn near two years and it's still not there
So many different answers here make it hard to know what the reality is.
I spoke with an Operations person onsite yesterday, and they stated that it's really up to the manager to enforce the 11 days in office. They even said it's actually 12 and not 11. Regarding enforcement by the manager: if your manager/manager's manager reports to a lot of important senior executives, best believe that they'll hound you about the 11 days. I'm proof of this.
I can tell you for sure that 1 day per week won't cut it. That person will be getting a workday task to improve very soon.
The question about 60%, that's been historically true from what I've seen, but there's been no official communication on what's actually being enforced. Not sure it's worth pushing the envelope as I can see leadership tightening that up.
I go in once a week and have been fine.
Yes and comply or sc--w it up for everybody else. Tracked under performance now in Workday
I had heard in the past that anyone above 60% isn't getting looked at. Not sure if that's still true
Manager's discretion on RTO beats every policy. Win or lose, you will always have your manager on that side. Just make sure it is on the win side.
Vacation, PTO usage will lower the 11 if it's a decent amount. Any director mandating 11 when you take a week off or more is a sh-t leader.
My rule of thumb,
1 week off, 8 days
2 weeks, 6 days
3 weeks, 3 days
4 weeks, 0 or 1
Manager here. It's not expected of me or my team to hit 11 days every month. No one on my team hit 11 days every month of 2025. They all go in 3 days a week, but will fall short on months they take vacation. No one was criticized or dinged on their performance review.
My perception on RTO is that as long as my employees aren't continuously falling short on a monthly basis and are making a valid attempt to show up 3 days per week when they aren't on PTO, that meets the expectations of our leadership.
@bd same holding firm at 11 and tracking to it
Manager here - yes, it’s 11 days a month.
Senior leader here and can confirm 11 days/mth is expected. If you are sick or on vaca, it’s still 11. If you are at 9 days for a couple of months I would not sweat it. But don’t push it. It is a hot button and it could go up if MC feels it is being abused - which they do!
I can only say what my manager was told by our director. Come in 11 days most months and you are good. Anything less than 11 is flagged but also expected every few months or so. If you are less than 50% (5 days) have an excuse (vacation or sickness etc.) but that shouldn't be more than 2 or 3 months of the year. This is how my organization looks at it.
why dont you experiment and report back to us?
@OP last I heard those not at a rolling 6m average of 50% get a letter in the mail. I’ve also concluded going in 9, 10, or 11 times isn’t going to move the needle come bonus or merit time.
I shoot for 11, but it's hard when I've been constantly sick the last 2 freaking months.
Any managers that can confirm this information?
I use 11 or 12 days minus sick/vacation/holiday each month.
If the week has a holiday, I only go in 2 days that week and count the holiday as my 3 rd day. Same for vacation and sick days.
Around 5-6 and u will prolly be fine I do 9 myself