#flexiblework

Schwab and Lone Tree didn't make the list. Hmmm...

https://www.denverpost.com/2026/05/13/top-workplaces-2026-flexible-workplaces/

Are they happening this year? Feel like usually see comms on this prior to Memorial Day.

Is your area experiencing attrition because of people quitting in favor of other companies that are more flexible? I’m curious if Dimon’s stance on 5 days in office is hurting Chase’s ability to retain and recruit talent.

The impending policy is anti-working mother. It hurts us. Thought up by men who don't need to consider flexibility and the consideration of kids off from school, teacher workdays.... So the other Friday when school was called off for weather in Charlotte and most moms had to scramble for childcare or work from home, under the new policy we would need to make decisions about the following Monday so that we would not get penalized. It creates stress and complexity for no reason other than to fill seats. It's a reality that working moms take the brunt of childcare and with school usually being out Fridays and Mondays for holidays (scheduled not even due to weather), this new policy makes us decide to get penalized by Bank of America or leave our kids home alone. Let alone no raises to care for raising childcare rates and now removing our ability to be flexible to care for family. Way to go Bank of America.

I’m considering an offer at PNC but want to know what it’s actually like. Is it five full days? Do people badge in and then leave at lunch and work the rest of the day at home? I don’t think I can ever go back to five full days but the role seems interesting. So just want to get a sense.

30 hours, 20 hours, heck 5 hours and has a second job they milk? You can get away with so much stuff!

Does WF make special accommodation for this? Just curious! Not a Muslim.

Does anyone know why some Sr Manager and above still are WFH while IC has to come 3 times a week. Also, many IC are WHF upon manager and director approval even they are less than 50 miles. Not sure what is company rule.

Going back to the office 5 days a week starting on January 5th? No work life balance? It sounded like we can’t even work from home to take or kid to a doctors appointment?

It's nice to have a leader who actually sees a reflection when he looks in the mirror.

Happy to hear about the forthcoming increased flexibility.

I get the impression that-- at least for now-- there are no plans to take away people's livelihoods through layoffs to inflate the numbers in the short term, at the expense of our long-term success. A CEO who actually considers the long term impact of his decisions. Imagine that.

You mean you're not going to gut critical departments to squeeze an extra nickel out of the stock price to line your pockets?🤯🤯😱😱😱😱😮😮😮😲😲😲🫨🫨🫨

I'm optimistic about Fiserv under M!ke's leadership. Let's see where we are by Summer 2026. I'll try to hang in there until then.

If leadership wants increased office presence they need to consider satellite offices. Almost two hour commutes because of Charlotte traffic is taxing. Is it helpful to have people together and stressed out because of the accident they narrowly missed coming in on highways with aggressive drivers? You want people in a facility then build facilities on all sides of Charlotte.

If this company is truly serious about cutting costs and improving performance, the most effective step is to end the five-day RTO mandate.

AT&T spends enormous amounts each year maintaining office space through real estate, utilities, maintenance, security, cleaning, and on-site operations. Industry data shows these costs average between $12,000 and $14,000 per employee annually. With roughly 150,000 U.S. employees, that means more than $2 billion every year just to keep offices running. If even half the workforce transitioned to hybrid or remote work, the company could save around $1 billion in overhead. Combine that with reduced turnover, since flexible work increases retention and engagement, and total potential savings easily reach $3 billion or more per year.

Some might argue that attrition is part of the point of RTO — that losing employees is a form of cost savings. That could not be further from the truth. The type of attrition RTO creates is indiscriminate. It pushes out talented employees, under-30 professionals, and people with critical institutional knowledge. The financial and operational cost of losing these employees far exceeds any “savings” from headcount reduction. Replacement costs, lost productivity, mistakes, and disrupted client relationships all add up, often surpassing the money “saved” by forcing people out.

The future of work is clear. Surveys from Gallup, McKinsey, and Pew Research consistently show that over 70 percent of workers prefer hybrid or fully remote work, and they are more productive and engaged when given flexibility. Companies that embrace this trend retain top talent, improve morale, and increase performance. Companies that ignore it face higher attrition, disengaged teams, and rising costs.

Ending mandatory RTO is not just the right move culturally, it is the smartest financial decision the company can make. It saves billions, retains talent, boosts productivity, and aligns AT&T with the reality of the modern workforce. The evidence is clear. The policy is failing, and the time to change is now.

https://search.app/xr1CM

Rumor has it they are considering temporarily pausing the 9/80 program after 2025 due to staffing concerns post layoff. Only because we may be short handed until they get work group staffing figured out.

It would only be temporary - it’s a good program.

Have you heard any locations or organizations that are only required to come in 1 or 2 days a week? Shout them out so those of us that are required to do 3 can look for job openings.

Mgmt used to be flexible about WFH and let us do it as needed... Now, out of nowhere, it’s a problem, reportedly because another manager complained. As a single mom and sometime WFH offers me flexibility - but it doesn’t sound like they’re willing to accommodate at all. Anyone had a similar problem?

So they just closed down our office in Milpitas, some people found a spot at local yards, others are just WFH until Santa Clara office opens in February of next year. Funny how WFH is only used when convenient for the company.

How much would you be willing to pay to have 10 WFH days a month? 15?

I would be willing to pay $10 a day to work at home. I'd save that much in gas and toll roads.

In regards to return to office, if TIAA truly valued their employees, they would be willing to work with them to come up with solutions for remote/flex/return to office profiles rather than sticking everyone in the same box and saying one way works for everyone. About 25 years ago Google pretty much invented the unique office model with free snacks, flex work spaces like pods with bean bag chairs, phone booths, and foosball and billiard tables and for some reason TIAA thinks this is some cool unique idea that will draw people back to the office. As usual, TIAA is about 30 years behind the rest of the world and they will continue to bleed good talent as a result

Jensen Huang, the CEO of Nvidia, has stated that AI could probably bring 4 day work weeks. "We're at the beginning of the AI revolution... and the rapid adoption of artificial intelligence across industries could probably bring a transition to four-day work weeks."

This comes as the CEO of JP Morgan (Jamie Dimon), the CEO of Zoom (Eric Yuan), and Bill Gates said similar things.

JP Morgan CEO: "AI will lead to people working “3 and a half days a week"

Zoom CEO: “I feel like if A.I. can make all of our lives better, why do we need to work for five days a week? Every company will support three days, four days a week. I think this ultimately frees up everyone’s time.”

Bill Gates: "What will jobs be like? Should we just work like 2 or 3 days a week? If you zoom out, the purpose of life is not just to do jobs."

Notice how empty the office is now? Rules are changing. The whole RTO experiment has run its course. The truth is simple: the office is there if you want it, and home is there if that’s where you do your best work. That’s how it always should have been.

If you thrive around people, head to the office. If you’re more productive and less stressed at home, then stay there. Neither option will be punished. Results matter, not zip codes or badge swipes.

The future isn’t about forcing one size fits all rules, it’s about trusting employees to know where they perform best. No more fear, no more micromanagement. Just do your job well, wherever that may be.

Noticing that since the news came out that they are no longer tracking in office presence , the little Flexible workspace In my building is no longer full. It used to be at capacity daily, now half of the seats are empty - people are going back to doing what they want -

I was not remote, but flex and had to go to the office 3 days a week and use a flex workspace. Would WARN apply in my case?

No more flexibility with my mornings. No more working through lunch. No more working weekends and certainly no more hopping on my computer in the evenings. You’ll see me from 8-5 4x a week not a minute more. I used to give Ford more time than I should have because I was a team player and they afforded me flexibility. No longer.

Specifically, what policies, benefits, or programs does Nike offer to support work-life balance for married employees with young families, such as flexible scheduling, parental leave, childcare support, or family-friendly workplace initiatives?

Just started recently and I found that my team is made up of people with “partners” and/or dog owners that don’t seem to want nor care about a future in family. I push myself hard at work and make concessions to be present for off-site work but after a week, I usually need/want to go home to my family. The people I work with seem to obsess over the job, no work/life balance, so not ask for help, and are fine with not progressing personally (none of my business but I find it odd). I don’t understand it and wonder if this is the case with other departments. This work culture is unlike any I have been around and it’s discouraging to never feel like I am doing enough.

Out of curiosity, if offered the option to be fully remote in exchange for a lower salary, what % reduction would make it worth it to you?

While this will never happen, I'd gladly accept a 15% lower salary in exchange.

this was an article "The traditional 9-to-5 is being replaced by the ‘infinite workday’". For those of you at WF, do you find that the company wants you to RTO and to work off hours from home.