#policy

https://realeconomy.rsmus.com/healthcare-industry-trend-watch-week-of-july-20-2026/

All it takes is everyone or the majority saying they will not be participating in it anymore and there is nothing they can do. They can't NSI everyone! Spread the word and make them stop!

Here's a pet peeve. Why isn't company policy being enforced? Company policy explicitly says that 2 people must be in the store at all times. Why is this policy not being enforced? And why are DL's conveniently looking the other way on this? Strictly following this policy would help a lot, because then corporate would see how bad things really are when they see the amount of stores that would open late and close early every day.

Sick of all the complaining about RTO as though it's somehow outrageous for a company to ask employees to work the way they were originally hired to work.

Companies are generally entitled to make reasonable changes to how work is performed. They can reasonably change your responsibilities, raise performance expectations, require compliance with workplace policies, and require employees to work from the office if that's what they believe is best for the business.

You don't have to agree with that philosophy, and it's perfectly reasonable to prefer remote work. But framing every RTO decision as the product of greedy executives or some malicious agenda ignores the fact that businesses make these decisions for a variety of reasons. Most companies would rather adopt policies that are popular with employees. When they see that a particular arrangement isn't delivering the results they expected -or isn't worth the cost- they change course.

In MN's case, employees are relatively expensive compared with many other locations. One of the main reasons those roles were based in MN was proximity to the company's headquarters and leadership. If employees are rarely in the office, that advantage is essentially gone. At that point, it's fair to ask why the company should continue paying MN labor costs instead of hiring elsewhere.

You may disagree with the decision, but it's not irrational. It's a business judgment about cost, collaboration, and the purpose of maintaining a headquarters workforce.

If in-office work is a condition of employment, your choices are to accept it, negotiate, or find another job. You'll be happier than complaining on here constantly.

That's not cruelty-it's how employment works.

While the bank is seemingly pursuing a direction where employees must return to an office for 60%+ of their time, during today's All Company Townhall CEO Gunjan Kedia announced that remote employees are "grandfathered in". It is unclear the extent of this decision from the leader of the 5th largest bank in the country, and whether employees who were remote but have since been forced into an office in conflict with their own wishes will have the option to return to remote work.

Many employees have been speculating that groups within the company will begin forcing remote employees to pick a home hub location or face termination with cause by end of this year. Will this new direction from the CEO help assuage these fears? Kedia very clearly outlined that remote roles are no longer being hired for with the exception of Customer Service representatives, which apparently is cost effective enough for the bank that the Managing Committee couldn't be bothered to upset these employees lives for the sake of their own commercial real estate investments.

Kedia was also proud to note that the bank is continuing to honor remote employees who have a legitimate medical accommodation, but did not note that this is a legal requirement under the ADA.

https://www.reddit.com/r/USbank/comments/1v4lw50/us_bank_ceo_gunjan_kedia_announced_remote/

Why are we measuring workplace engagement with physical badge swipes? Is this how effective leaders measure employee engagement in 2026 when tech enables top talent to collaboration from anywhere? Policies like this make employees less engaged. What are we doing here? Who is signing off on these policies? Were there literally no better ideas?! We are going to become a case study: The Collapse of the Edward Jones Culture - How Not To Lead.

What is the company’s policy on mari--ana? Do they still test HQ employees?

In case you’re curious why certain comments or even entire threads are being deleted:

https://www.thelayoff.com/rules

Why is bpX exempt from attendance data tracking?

I’m still going to hit that elevator button 9 times. Don’t care how many emails they send. IDGAF

So, a position that was once totally remote, now requires us to go on site multiple times a week. We reallyr had no choice. The clinics are as far as three hours away. We were just told this is what we will have to do now. Has this happened to anyone else? This began happening a few weeks before the vsp announcement but now it is a requirement.

Just commented this in another thread, but thought may be worth mentioning.

Based on other people’s posts today, it’s confirmed the MLRP policy change is being applied retroactively (2 NSI in 5 years = termination). Instead of it being effective starting this year when announced and the tracking beginning from 2025 performance forward, they are pulling in past performance for 5 years back.

What’s stopping them from saying next year, “anyone that has receive 3 Very Good performance in the past 10 years will now be eligible for a PIP”?

Guess I’m a big d-mb d-mb for thinking they would treat this similar to how the US constitution prohibits ex post facto laws for criminal conduct.

Mandatory 5 Days (6 hours minimum) in the office starting after Labor Day 2026.

One of the biggest mistakes this “leadership” made was creating a 5x RTO policy for everyone because of the actions of a few.

The understanding has always been that the push toward 5x RTO was driven, at least in part, by concerns about a small number of people who weren’t meeting expectations under the 3x8 policy. Whether that’s true or not, those people are largely gone. The ones paying the price today are everyone who complied and remained.

Instead of holding poor performers accountable, leadership rolled out a blanket policy that treats everyone like they need to be monitored. High performers, average performers, and low performers all get the same treatment. That’s completely a$$ backwards.

Good people managers manage performance. They don’t replace performance management with one size fits all policies that punish the majority because of the minority.

So, the unintended consequence is the new 8 & skate culture.

People who used to go above and beyond now focus on just checking the box. Badge in, sit for eight hours, badge out. Time that once went into extra work is now spent commuting. Discretionary effort has simply been replaced by compliance.

The irony is that the policy intended to improve accountability has actually reduced it. When you stop rewarding results and start emphasizing attendance, don’t be surprised when people optimize for attendance instead of outcomes.

If someone isn’t doing their job, you deal with that person. You don’t build a policy that discourages the very people you should be trying hardest to keep.

MST home dispatch tech use and abuse company assets. They drive 100K-200K bucket trucks to their home and back to their home garage everyday. Big V8 6.3 L engines use a lot of gas and insurance on top. Also, with MST high pay and only have .5 job per tech a day per tech how is that saving company money and liability.
There are rules to follow when joining home dispatch program. Following the rules helps save gas and time and wear and tear on a vehicle used to drive to work and to home. But MSTs abuse this program from driving to the garage every day and dispatching at the garage. Making a stop at the grocery store to grocery shop in the company vehicle before driving home. Not closing your last job at the job site and instead, drive home and being still dispatched on your work ticket and then closing the job when you arrive home. I follow the rules, and I do not want the home dispatch program to go away because of MSTs taking advantage of the abuse. Also, MST managers are favoring many MSTs and letting the home dispatch MSTs do what ever they want. STOP ABUSING THE HOME DISPATCH PROGRAM YOU MSTs. You know who you are...

Some posts get deleted for obvious reasons, come less so. Are the Terms of Service (TOS) available to read?

Per changes to renewal of H1B visas, the administration has changed the policy.
H1B work visas will not have 1.5 years automatic extension, rather the visa holders need to go back to their country.

Use this situation in your favor. If FIS is not giving you increment or treating you badly, leave and find a new job.

RTO is working!! Way to go, John. You’re an absolute genius!! TDPs and real talent leaving at the most alarming clip in history, and all that’s left are the soon to be retirees. My, what great policy you have! Who wouldn’t want to work at a concentration camp like this?

Just retire already, you su-k, worthless POS.

We used to have a sick leave policy where you could take a half day sick leave or up to two days sick leave without a doctor's note. This is being changed so every half day or full day of sick leave needs a doctor's note. If there is no note, the leave would be considered as being out of office without permission and can cause suspension. This will come into effect from August or September.

SAP lobbied the current government to pass this resolution. How is the sick leave policy in your country?

Is it just your supervisor? Or their supervisor as well?

Is there going to be a change with the full time 5 days in office policy or not what is with the constant decision making delay and teasing about changes. Absurd policy.

According to My HR, vacation amount doesn’t change for grades 14+ unless you have 25+ years of service.

Can anyone confirm whether that’s true, or do certain higher grade levels receive more vacation time?

Is this allowed at all? I know we aren’t allowed to use the company’s laptop out the country, but if I need to do some work abroad, would I get in trouble if I connect my personal laptop through VDI?

I would take a week vacation but also work a week remotely. Is this something that should be disclosed to my manager?

Are there any countries where I can’t do this?

Is it based on your manager? Or is it a strict no-no?

As of October 1st, all telecommuters who have company paid home internet, or company reimbursed home internet, will be losing that benefit... because why not, right?

"We recognize this change may have an impact on some employees. To help you prepare, we are providing more than 90 days' notice before the policy takes effect."

The hr requirement is 50% for in office time. I’ve seen the policy in writing.

I’m so sick of managers lying about HR saying how terrible they are. I honestly think managers bonuses are tied to the in office attendance.

does anyone have insight into how many H-contracts were not renewed due to policy changes?

please don't turn this into a political vitriol; I'm asking a serious question.

how much trouble is Centene in?

Does anyone know if the T&Cs on the sign off for the severance package prohibit the following:
Working for the competition .
Engaging with AT&T customers as a consultant as part of a private LLC
Any conditions on whistle blowing

30 more minutes of no foot traffic?
What for?

https://www.newsweek.com/h1b-visa-analysis-how-much-indian-workers-earn-us-12094581

So WellMed is losing its contract with Humana starting July 1, patients will still be seen “fee for service” but patients will NOT be made aware of the copayment/bill that will follow after they see their PCP, per management the front desk staff is to tell the patients to call Humana regarding the bill. They are so wrong for this!!! They are literally lying to the elderly patients.

Just got notice from my TL that I will be getting an email that states I either have to go full time at whole foods if there is a spot available or give up either my part time at whole foods and part time at the Amazon counter since I cannot have "two jobs within Amazon". I'll have 5 days to make the decision.

How does such a scenario calc?! My laptop will ping to the network but I have 4 hours vaca time in workday. I’m guessing this is a double positive for “workable” days and days in office % but looking for confirmation.

https://share.google/e7xx31VggmdQoiAWg

If the answer is yes, did you receive any blowback so far?

Please help enlighten.

When does it take effect?