#badgescanpolicing

Heard several people were impacted with the latest wave of ‘Coffee Badging’, anyone know what metric and timeframe this is for? I heard they were going to pull reports from January-May for those under 7 hours a day, can any manager here confirm?

What are the odds Penny installs a badge out keypad by June 1st? I hope everyone here is actively looking at the job market. Not every company feels the need to babysit their employees.

It finally happened today: my supervisor told me I was on “the list” for not swiping my badge enough.

I pointed out the irony that we’re raising product prices because of higher oil costs, yet somehow there’s never any corresponding increase in cost-of-living adjustments for us peons.

My manager says I am on a list for not being onsite enough from January to now. They are reporting out attendance percentages.

I know 3 coworkers fired today for coffee badging... all of them would come in at 7 and leave by 12... terminated for violating policy. I know several people who coffee badge for for far less hours, management is cracking down on this quietly... you have been warned

I know of 3 people who got warnings today, and one of them was fired. Supposedly the one that was fired was averaging 4 hours per day and would leave after lunch. Seems like half of TIAA will be let go

Supervisors can see when direct reports are not in the office. Are they able to see the time the employee badge in and out of the building too?

At the end of February, each department at corporate will have detailed Attendance data for their staff. Every employee will fall into one of many buckets;

In office but less than 4x week
low time, meets 4x week but less than six hours in the office on multiple days
No time- Which is never in the office. This is to verify the “exceptions”

Get your resumes ready because there will be a wave of disciplinary cuts as a result of this.

Go look in Workday. They changed "Site Visits" to "Site Visit Maintenance" and it says "We are aware of issues with site level reporting and have temporarily taken the report down until those are resolved". This place is a circus.

I thought Jassy wanted to get rid of bureaucracy? Guess not.

Will they track both Badge In and Badge out?
If so, say goodbye to Coffee Badging.
Your time locked in the zoo will be tracked.

This is a theory. They implemented this new bag check policy the same week that DM's emphasized on the weekly conference call how SM's have to be working 8-5 (no matter your store hours) while also emphasizing how they're tracking bags checks full force. I'm curious if the bag checks are actually being implemented to track what time the SM's are leaving their shifts. This would give corporate leadership the advantage to make ER easily give the OK to terminate SM's after the holiday to avoid severance for (theory) layoffs after R2R. Just a theory. What are your thoughts?

Got a "first and final" warning about Connect Week attendance today, specifically time spent in office rather than badging in and out. And no bonus for me this year as a result. Pretty floored although I guess it's better than being fired with no warning? Am I the only one?

If it’s not in set stone writing by HR … how can they really even enforce this?

Also do we know yet how managers will be getting reports of employees coming into the office?

Is it by badge scans? By seeing if device is connected to building WiFi?

Two or three months ago, I was pulled into a conversation with my manager about my badge scans. A report had just come out and they were holding everyone accountable if their average weekly scans didn't meet a certain threshold.

I was put on a documented coaching. I didn't question it because I admittedly was not making up in office days if I took PTO on those days and my manager was very relaxed about not coming into the office when we were sick. It came back to bite me, and I didn't feel like he had my back, but whatever, it's just a warning, I moved on. It's important to note that I wasn't given any details, I was just told "you aren't meeting the expected minimum" and was told what the minimum was.

Two weeks ago, I was called into his office again. This time, I was told I still had not been adhering to the in office expectation, so I was placed on a written corrective action, and I was told I wouldn't get a raise or a bonus at performance review time because I'd be a 2. No details given, just that I was still under the minimum.

BUT, I had started meticulously tracking my in office days since my documented coaching to make sure I met the 3 day in office expectation. In fact, I worked 5 days in the office on the weeks I was able to, just to make sure I wasn't at risk. By my calculation, I was averaging 4.125 days in the office over the last 2 months.

I did not sign the written CA and emailed my manager with my proof, to which he sent me a screenshot of the "report". The report was not even close to matching my time in the office. There were some weeks it was showing 0 badge scans, others showed 2, and never over 3. What's frustrating is I sit 3 desks away from my manager's office, and he has commented on the fact that "I am always in the office" yet he did not question the accuracy of this report he was given.

I literally had to argue with my manager and his manager to get them to request a new report directly from HR. It took 2 weeks and I finally was called back into his office recently and the written corrective action was rescinded. My report was 100% accurate.

I have 5 other peers, some in my department, some in others, in similar situations, but they did not track their in office days like I did, so they have no "proof" to push back on the report that their leadership was given. Some were put on a coaching, some on a CA, and one was placed on a final, but is adamant that she was meeting the expectations since the last conversation she had with her direct leader.

This is a ticking time bo-b. If HCSC is putting people on corrective action because of inaccurate badge scan reports, then there's surely some legal recourse if it has material consequences (like not getting a raise or being limited to promotions for a year), or, god forbid someone was terminated because of this.

My point - if you have been pulled into a conversation about your badge scan report, regardless of if you are being put on a warning or a written, don't trust the data. Question it, push back, request a secondary review by HR. I really don't think leadership cares enough to validate these reports before escalating to some sort of corrective action, and, at least my leadership, didn't seem to think it was a big enough issue to look into it outside of my specific case, probably because I had the receipts to back up my claim.

Not sure if anything more can come of this from a legal standpoint, but please question the accuracy of these things. My guess is they are using this as a way to prune the workforce to either avoid or reduce a widespread layoff, but don't let them do it easily.

The facility managers or people who think they own the office are monitoring reservations and checking attendance.