#policies

or does it feel like policies and procedures change on a daily basis?

Everyone has said that the 3 day requirement is rolling. If that’s the case and I take two weeks off can I only go in 1 day the week before I’m off and one day the week I come back?

“All managers are mandated to be in the office logged into the LAN 11 hours per day or they will be terminated.”

We can’t make this place rules up!

Metrics, work flow, policies, changes, fear tactics. Nothing is adding up. I am starting to see this Industry in the same light as a consumer.

What's happening with HPE? One week something is fine, the next week it’s not allowed anymore. We only find out after the fact when someone flags it. For the past year I've felt like I'm always one step behind something we weren't even notified changed. How are we supposed to work like this?

Our company requires 3 days in office, but at my location, I’ve noticed some people come in, stay around 3 hours, and then leave after lunch. Does HR actually track the hours spent on-site—like is there a minimum of 6 hours or something? We have to badge in and out, so I assume they have data on how long people stay. Anyone in HR or someone who’s talked to them know how they track this? How many hours typically count as a full day? Or do they just count it as a day if you badge in and out, no matter how long?

Why are we wven asking how to comply and trying to plan how many hours? PAY ATTENTION!!!! It doesnt matter when they are inconsistent and change the rules on a whim without appropriate consistent documentation and communication. If none of us comply then are they gonna consistently fire all of us? Some of ya'll need to watch A Bug's Life. 😆 There is more of us then them. Get off your knees and take the boot off your necks. Clearly their tracking is off so until they put clear consistent guidance what are you complying with and why? Lets all call in sick or take PTO for a few days. Let it fail and watch how tables turn.

Hi. Any PNC corporate travelers out there? What are the real meal expense limits? Is it truly $20 for breakfast, $0 for lunch, and $40 for dinner? Also, are the meal time windows strictly observed?
Thanks.

State Farm will be reducing auto policies and sending insureds to Haggerty Insurance to write autos. Premiums will double and all claims will be handled by Hagerty while SF gets kickbacks from Hagerty. All of this while reducing personnel in claims. IMO another bizarre form of RICO. They really don't want to be #1 anymore.

My guess is they will roll out a policy that says you HAVE to be IN office for at LEAST 3 or maybe even 4 hours/day but no longer than 4.

I honestly don't think they will do an 8 hour in office type thing simply because the majority of competitors aren't - HP and Lenovo as an example. Dell follows, not leads.

If anything I think it will be mostly left up to the execs of each BU to determine what they want.

When HR 5 day in office required?

Why HR getting free pass to do nothing all day, every day.

Things were just so much better before this "merger of equals". We had to adapt to inferior BBT policies and procedures and technology despite the lies of choosing the best options.

Belk is seriously cracking down on managers having any hourly position working off the clock. That includes keeping hourly associates waiting to leave at store closing in the evening once clocked out. so once your hourly associates have clocked out they are free to leave. , even if it’s only a 5 minute wait. Also, hourly associates can’t be required to work past scheduled time, if their schedule says an 8pm end shift, that’s when they are free to leave and nothing can be done about it, RVP and HRBP won’t back you up on this.

Is there any company polices stating I must be logged on my laptop while at work?
Last week I did not log on my computer one day while at work. I didn't notice anything unusual that day or did I receive any phone calls from anyone telling me they have not received a response to emails they sent me.

The criteria for every RIF is usually different. It starts out with getting a list using some generic criteria. They do this for legal reasons, so they can legally justify that the RIF applied to a group of people and someone was not being singled out or discriminated against. Examples of lists in the past, anyone who worked remote (pre-Covid), anyone who got less than a 3 on their review, any manager with less than 5 reports, or any director that is lower than 5 levels deep. As a manager, you need to be cautious about how you answer any surveys about your employees. For example, once they asked about employee roles and if a QA was a manual tester or automated tester. A couple months later all the manual testers were on the list.

Once the generic list is created, it is shared with managers to a certain level. Sometimes the immediate manager is informed of who is is on the list but sometimes they are not. The managers who get to see the list than have to fight to get someone off and that fight isn't easy. If they do manage to win, they often then need to supply a different name.

All in all, there is usually a financial target they are trying to hit and that can impact how the list is created as well. Products they want to disinvest in will have more people on the list than products that they think will be the next big thing.

I found this informative. OP: @aw+1kakcej6y

Costs went down, but so did quality. Now we spend twice as long fixing mistakes that never used to happen. Figure that.

Now that layoffs are starting when we hear on policy changes

If you live near an office and go in above and beyond the three days 8 hours a day requirement- say working a half day in office on day 4 - this will actually hurt you. The calculation is looking at average hours in office per day so a half day will lower your average. So there's no point in going in unless you plan to spend the full day

Additionally,if you take a half day PTO and then go in the office the second half of that day, this will also hurt your average. A half day of PTO is considered a full day in office so do not go in beyond that.

Its a combination of badge swipes and connection to office network.

Average is currently calculated on a 4 week basis but the intention is to ramp up to a 13 week average.

https://www.reuters.com/sustainability/boards-policy-regulation/us-supreme-court-rejects-software-giant-saps-bid-avoid-rivals-antitrust-suit-2025-10-06/

https://www.cnn.com/2025/10/01/china/china-k-visa-backlash-intl-hnk

Nothing more ridiculous than politicians using Imperial’s announcement as a distraction to blame each other for policies or tie Carney to Brookfield.

No the campus is not being sold to Brookfield. It’s a local firm.

Make sure they redirect back to the main them. Offshoring of jobs.

They are doing nothing to prevent offshoring of jobs.

Atleast with Cigna, I can buy their stocks. USAA is customer owned and gives it policy holder dividends. Can policy holder of HCSC limit executive pay or play a role in governance?

Verizons 3rd party bet on customer service is still backfiring. They lose more customers than they gain just because of the incompetence and inability of those 3rd party teams.

The Halting International Relocation of Employment (HIRE) Act was introduced in the Senate on September 5, 2025, by Senator Bernie Moreno (R-Ohio). The bill seeks to tackle the offshoring of U.S. jobs by creating significant financial disincentives for companies that hire foreign workers for services ultimately benefiting U.S. consumers.

Trump needs to sign an executive order for O1 visa and OPT F-1 student jobs as well. This is like a loophole in the foreign work visa system. Now, instead of H1B visa applications, many companies will shift to O1 visa applications where there is no limit on the number of applications approved and the fee is only $530. And those F1 visa students can get a job for 24 months on OPT and then apply for O1 visa employment.

The world is more unpredictable and dangerous than ever, yet corporate America is dragging people back into offices. At a time when safety, flexibility, and family should come first, pulling people farther from home makes no sense. If something were to happen, being close to loved ones and communities matters most. Forcing rigid return-to-office policies isn’t leadership — it’s reckless. Real leadership means empathy, foresight, and moving forward, not clinging to broken traditions. When does the next pulse survey go out?

I keep seeing more companie rolling out unlimited PTO policies and I’m curious what people here think… Some say it’s a game changer, others argue it’s just a sick scam to avoid paying out unused vacation…..unlimited PTO sounds amazing. No accruals, no use it or lose it deadlines, and more flexibility for employees to recharge. It can also be a big draw for talent in competitive job markets, plus it cuts down HR headaches for employers…flip side. A lot of employees actually end up taking less time off because of workload pressure or guilt. Some people worry it’s just a way for companies to save money on vacation payouts. And without clear guidelines, it can feel like a trap rather than a benefit.

So, what do you think? Does it feel like a genuine benefit, or more like a scam?

Has it begun?

Are HR not supposed to inform us what the policy change is?

In Germany it has to go through the Union. They can’t randomly start doing these sorts of things.

Have any processes been observed on your devices?

Since we know that the FCC is following along to:

https://www.wnd.com/2025/08/bad-optics-walmart-scandal-exposes-deeper-immigration-hiring/

Walmart is reeling after revelations that a vice president in its Global Tech division allegedly pocketed bribes worth tens of thousands of dollars per day from Indian staffing firms. The scheme, exposed not by auditors but through anonymous posts on Blind and Reddit, led to the abrupt termination of about 1,200 contractors many believed to be on H-1B visas. The episode has sparked questions not only about corporate governance at America's largest retailer, but also about how deeply Walmart has relied on foreign labor pipelines to fill U.S. jobs.

So was reading the new Severance and Enhanced Severance plan and it say for those effected by this, they will have to submit an "application" to be approved by leadership. Laughed my arsss off. Think about that, they want you to submit an application to get approved by them to fire you! Holy sh-t! hilarious. Just like that stupid Total Rewards Survey we did last month as obviously they are getting ready to bring people back into the office and cut benefits/pay. Again it will all be based on your feedback and will be your decision....when they bend you over. Corporate America is absolutely retar-ed and these people are just absolute trash. F-ck them and all their useless lies and schemes. Can't make this sh-t up!