Anyone seen this happen to others or in the know? Were they let go or were they fired?
44 replies (most recent on top)
yep, manager here. colleagues of mine have had to put people on warning for being below certain thresholds past 3 months and past month. Manager can also document an acceptable reason why someone has not met threshold - such as travel/meeting with clients, etc..
if the manager doesn't comply then manager faces warning, etc.
FRTO and F Charlie and the suits. Not going back. The war has begun and your employees will win.
"My badge didn’t work for a short time, but I still went into the office and used a temp badge. I just learned that those days didn’t count and now my boss says to make up for it by going 4-5 times per week until it shows on the report. I think I am going to photograph myself sitting in the office each day from now on."
As has been discussed on here numerous times, they are also tracking network connections, I calll BS on this post
Did you watch Charlie's town hall? Suggest going to review it again - specifically the Q&A portion.
My badge didn’t work for a short time, but I still went into the office and used a temp badge. I just learned that those days didn’t count and now my boss says to make up for it by going 4-5 times per week until it shows on the report. I think I am going to photograph myself sitting in the office each day from now on.
As a WFH for 12+ years who has also been at the exceeds level and this year consistently exceeds I am now being told I’m showing up on the report and need to go into office.
My hub was shut down during covid and lease terminated, even though they say we are remote , I'm not stupid, once loss mitigation is not a hot ticket , I'm sure attrition with rto will happen. It's very clear that Charlie really wants no one working remote... just a matter of time and frankly I'm ready for the layoff , please !!
FHY and their stupid a-s report. We will win the RTO War because it's a stupid &@($ing strategy that makes the bank less competitive. It's in no way sustainable, and it's likely that the execs know it. They are just we-ponizing it to push attrition, once their staffing levels reach what they want, the focus will likely move elsewhere. Unless these clowns just like being d!cks, which is certainly plausible.
@1tha+1mzinJK9 - I know those are all rhetorical questions but we'll never get the truth. We all know the "spirit and intent" of the rules but the details, nah, we'll never know until we know. My understanding is basically all of those questions have been asked and, at best, loosely answered.
@1die+1mzinJK9 - How many times do you have to be told it's not cut and dry like that? Another poster already told you but here it is again, people are hearing different things and passing down different directives. You seem to be unable to grasp that there are C-Suite level directives and then every single level below has the ability, at their discretion, to modify those directives as they see fit. Whether they add restrictions or loosen them (at their own peril). I believe that my manager is passing down exactly what they have been told to pass down and not padding it out to make the position look more effective. But clearly from others posting, depending on what tower they are all in, have been told other things up to and including a full year prior and have been complying the entire time to their detriment.
I expect the FRTO crowd to be culled first and then the Remote workers will become the focus. I'm calling it now, by the end of August the focus will shift from RTO compliance to Location Strategy and releasing Remotes if they don't comply. If you think they won't, can't or that you have a labor lawsuit case roll back the clocks to 2018/2019 and ask how that went for the folks that were subject to the Location Strategy back then?
All of this is terrible, all of this applies to myself in some way shape or form but this is Big Corp. They have no Moral obligation to us so you must fight for what is yours and take care of yourself.
As someone who hates RTO (yes I had my remote work contract ripped up too) and have been reporting to an office for a year now where I do not have any colleagues… I’m so ready for WF to just F’ing go ahead and do whatever they’re going to do to punish the people who still aren’t complying at this point so the whole company can move on from this nonsense.
It bothers me to know that I could have continued WFH for the past year up to this point without consequences. It’s just been a series of bluffs and empty threats so far, while wasting so much time for managers to have to deal with all of this instead of making decisions that serve customers and improve the business.
I’m now hearing threats that “we will all go back to 5 days if compliance with 3 days doesn’t improve”. That reminds me of elementary school when the whole class would miss recess just because 2 or 3 kids were acting up. This would be the absolute worst thing they could do, and would surely be the final mail in the coffin for my career at WF and many others who have been complying with the rules. WF has the information to hold individuals accountable.
The sooner WF rips the band aid off, the sooner all of the attention and focus on RTO tracking can fade away. It’s not sustainable.
The reporting is cr-p. I got told this week that I’ve only been in the office one day a week, which is FALSE. So now I will take a picture of my happy self sitting in my office whenever I’m there to use in court.
Pretty soon we’ll hear that people have been WFH for the last 50 years as the number keeps growing. Time to buckle up, new times are here. Adapt or move on, whining will not change a thing.
And at any point in those 20 years Wells could have pulled the rug out. Now they have.
Many people have WFH for 20 years - full time. This RTO is screwed on so many levels for those people.
@lzw+1mzinJK9 You’re wrong. Many haven’t been in the office in 10-15 years. Many don’t work with anyone in the office they are forced into. This isn’t just prepandemic. This is a complete lack of respect for good employees and top talent with exceeds on reviews for 10+ years all while working from home.
@1die, it's @1tha here. Yes, it should be that cut and dry. Unfortunately for us it hasn't been. We've been told it's 6 hours that count and that anything under that amount doesn't count. Someone on another team was told anything under 8 hours doesn't count. At one point we were told they were only counting badge swipes so it didn't matter how long you stayed.
SVB told us 3/2 and suddenly now it's 3/3. Which some people found out only after asking about it - since they were hearing from others it may have changed. Heck, who knows if it really did change or not?
So yes leadership may say something and it looks clear, but different LOB's or ORG's change the rules and don't communicate clearly what those "rules" are and suddenly you're on a list. That's my frustration.
It's all fun and games until someone loses an eye (or ends up on the list.)
@1tha, it has been explained on this board many times and through many company emails to everyone: badge swipe and/or connecting to the office network will register as a day in the office. Hours, minutes, total time in office as of now does not matter. Holidays, personal holidays, volunteer time, floating holidays, PTO, all count as a day in the office. Why is this so hard for people to understand? I really don't get it...go into the office 3 days a week and you'll be fine. If you don't care and you're a FRTO troop, then you'll lose your job. This isn't hard.
This whole thing is messed up.
How is the length of a day computed?
Is it the badge swipe in?
Or is it your laptop on the network?
What if you're in meetings all day and your laptop isn't on the network?
What if your building doesn't require a badge swipe to get in?
What counts as a day?
Is it 8 hours? 4 hours? 6 hours?
Do two 4 hour days count as 1 day? Or do they not count and you get 0 days in the office?
Does the clock start when you badge in or your laptop hits the network?
What happens if you get to Friday and were planning on going in to make your required 3 days but your car breaks? Can you make that time up next week? Do you have to take a PTO day to not land on the list? Then if it's a last minute PTO day do you get dinged for attendance issues?
Why do some groups have different rules? Why do the rules change all the time? What happens if the rules change and my manager doesn't tell me? What exactly are the rules?
The amount of energy that must be going into the reporting is mind-boggling. Add onto that, all the calls, meetings, question, employee angst etc. I have to believe that this time and energy would be better spent on something else, anything else.
Our whole team, spread out across the US, have been categoized as remote before the pandamic. We also got the SVB exception when he was giving them out like candy.
I was laid off on March 7th and would be willing to RTO. Any office! How do I get my job back????
Same, our enforcement start date is May 29 and non-compliant reported on 4 week cycles. Repeat offenses dealt with harshly. We have separate dashboard for US and I&P teams. Gonna suck being forced to enforce this rule. Hoping my team plays ball.
I would be hard pressed to believe there are entire groups that are Exempt. All listed as remote? Maybe all not near any of the 22 tech hubs? If truly a whole group then you should ask your manager. I’d be concerned about being the odd man out group. You’ll show up on every report and there will always be the “what’s this person/team doing?” No matter how many times it’s explained or footnoted.
Not all of us. It's the POSs in Hudson Yards that need to grow up. The adults see the writing on the wall and learned something from the past few years. We can get efficient, cut costs, attract top talent, and best our competition OR have RTO. We can't have both.
So why are so many of us still exempt from RTO (a group in technology)?
You can sue if WF doesn't apply non-compliance ramifications equally.
I bet WF won't (they fail at everything).
The # of people they'll have to terminate for cause will be staggering. Lawyers are lined up waiting to nail WF.
Bottom level manager here, I just got access to a dashboard that updates weekly for my team today along with an email from HR about enforcing RTO.
If people are unwilling to comply at all it sounds like it will ultimately result in termination at some point now. Do what you will with this info, but this is the first time I have really gotten direct written guidance and data that is readily available and supposedly accurate.
I fully believe managers are now being pressed hard and the ones that want to stay are going to keep restating the rules to us.
The warnings are purported to affect your review rating dropping it to whatever is one step down from Meets (a 2) which cuts your max bonus either BY 75% or to a MAX of 75% of your target. I'm not clear on which. But it doesn't make sense why it would go so long to affect just bonus and that we wouldn't be let go for cause before.
So I'll play the game my way until loopholes are closed. Then decide my future.
Work the system OP. It's like attendance, you can always toe up to the line and then back off. FRTO and the worthless POSs in Hudson Yards ruining this company.
would all of you grow up? the company required in office for most of you before the pandemic and you didnt complain. we are going back to pre pandemic policies. grow up for gosh sakes
You'll be fired, up to you if RTO is the hill you want to die on. The job market is softening. And don't let these arm chair lawyers tell you you can sue.
FIOE
Manager next in next cube spent half the day giving verbal/informal warnings for RTO. Said they had 1 month to before final notice and then they could resign or be fired. If fires for non compliance on RTO they'll be marked Do Not Rehire.
They will use it to let you go and NOT pay out a severance or to not pay out bonuses.
For our LOB it is:
1 - verbal warn
2 - written warn (may include ding on performance review and/or pip)
3 - further corrective action including termination
They are done messing around (at least in my area)
Remember, WF has to treat all non-compliers the same way. If they don't, they are ripe for lawsuits.
CS can fire up the chainsaw, and we can fire up the litigation.
Performance issue up to and including termination.
I had to open a formal corrective action on one of my direct reports on Workday. One more slip up and he/she/they/it/zie will be fired.
Chainsaw is going. You will be axed
People here are saying it’ll ramp up.
That sucks because I was gonna abide by it for a few months and then hopefully drift off into the nether.
I don't need the bonus if I have to spend it on gas, tolls, parking and car maintenance.