After the initial messaging of the RTO a few months ago our VP effectively told our org that we would exempt from the RTO for now. He also said he couldn’t guarantee that wouldn’t change at some point in the future, but for now at least the end of year RTO (as it was phrased at the time) did not apply to us and we would be staying remote friendly. No clue how many other teams or orgs were told something similar, or if it even still holds (haven’t heard anything one way or the other since the all hands last Thursday). Anyone hearing if the RTO is truly a blanket policy after most recent announcement with the Jan date provided ?
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lol maybe this will finally include CIS.
seems unlikely.
Your leader is a good marketer. “Exempt until the end of the year”. The communication has already gone out broadly the RTO doesn’t start until January 11. Everyone has that same situation except CP&I. your leader is not giving you any special treatment.
@OP this is the fundamental issue with Nike. No rule, no policy applies to the entire company. EH can make statements at all hands....but his VP minions decide if they want to adhere to it or not. To me, this is ridiculous. If the big guy said something, it has to be gospel. That is just not the case at Nike.
These inconsistent policies are demotivating to say the least. My team has been coming to office since end of COVID.
I've lost all respect for Nike's HR and leadership.
Unless you live > 50 miles from campus (they have to pay relocation) or have an HR related exemption like an ADA accommodation there's no exemption I know of. Some managers may selectively choose to be lax with enforcement.
Also, even an ADA accommodation can be changed, but it's a headache for the company if it was approved prior, so it's really up to how stubborn your manager or HR want to be about the RTO mandate
If you are more than 50 miles from HQ they have to offer you relocation services. However, they don’t have to pay anyone severance if they choose not to move or come into the office. They did not eliminate your role just changed working conditions within their rights. Certainly to force voluntary departures to minimize future severance exposure.
No matter what, if any of these VP’s like don’t come into the office 4 days a week then raise he-l. Make it public. Report it. Broadcast it. Hold them accountable the same way they are trying to drive fake accountability in the teams. We know who isn’t coming but 1-2 days a week.
Nike used to have leaders who would lead by example. That make the current ones look bad so now we don’t have the good ones anymore. That’s why we are struggling.
@a3 There wasn’t a choice.
@a1 Interesting, I didn’t know emails like that had gone out. I assume the choice would be relocate or take severance? Or did it not specify?
@OP I received an email saying that my role would be reclassified as PHK and that I’d be expected to be in office starting Jan 11th 2027. This was after the tech all-hands.