Metrics on badge swipes and timesheets are starting to trickle down to the managers.
Curious on what actions they’re going to take on employees who refuse to comply. People say RTO su-ks and is inefficient and etc, but we have many who follow it and won’t be happy if the policy changes for the worst.
"Are people really that d-mb to badge in for their work friends? "
Yes!
Denver
which team, some hint?
Are people really that d-mb to badge in for their work friends?
People tried to be smart, and "bring their friends batch to work".
Now I guess the location of the laptop and the badge will be compared.
Trolls. Badge reading has been ongoing. Perhaps they are prepping Austin to be sold!!
What’s the source of the Austin Monday crackdown?
Heads up!
Starting Monday, there will be "focus" on the presence at the Austin campus!
Detailed analysis of badge reads, login locations, and people going around counting people at each floor.
Looks like the crack down started! At least on person I know was gone this morning!
If you know two folks exited, and they had the option to resign, you should be able to tell us which teams they were on. Can you?
Oops! A couple of people gone in Denver this week because of "non-compliance". They got the option of resigning.
My manager, director and the managing director are all remote and I go in 3 days a week to be on meetings on teams from the office and they want me to enter the time without fail for all the days I am remote. Why this double standard ? Can't we get rid of such leaders who are incompetent ? Directors are setting up wasteful meetings and 1:1s where we talk about weather Why ?! How does one get to become director and MD at schwab without any good working knowledge of tools, technologies, frameworks, languages etc in STS is beyond me.
Lawsuits are tough. Even where the law favors the employee it is difficult. And the law rarely favors employees in TX, AZ, OH or CO.
But threat of arbitration, litigation and EEOC cases will prompt Schwab to settle. They have before and will again. Call it going away money. Even with attorney costs they rarely exceed the severance package, so, to them, it is cost effective.
ars+1tTBQlDW,
WOW this shocks me knowing lawsuits could be the result.
The medical ones are also subjective. Some were approved straight away, others rejected, and some where Schwab wanted an in-person with the doctor before approving. There are other cases where they approved and then rejected. And where they approved, didn’t extend or reassess, and let the person remain out anyway. Oh, and then those who were proactively told not to try.
Disparate treatment throughout the so called process.
I call BS!
Several people let go in Austin last week for non-compliance!
wiw+1tTBQlDW
Medical accommodations are different. There are Schwab forms that need completed by a medical professional then HR reviews with your manager. Declining medical accommodations opens Schwab up to lawsuits. However non-medical exceptions seem to be very subjective.
Oh no.
Anyway.
I don’t care. Fire me. But make damn sure that you can show equal application of the policy and explain how exceptions, including medical exceptions, were processed.
In a world where corporations have all the leverage, Schwab did a good job of leaving the house without pants. Start the popcorn.
It would be unfair to punish those who have been compliant. Everyday I'm onsite I see the same people show up one day per week or not at all (but they are on every WebEx call). Is there anyone who can speak to the EC and help guide them to do the right thing?