#policy

I plan on quitting in November but I have 3 weeks of earned vacation left. Should I use it all before I quit? Will Ford pay me for the unused portion? What is the best way to handle this?

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.

Haven’t been to office since September; received 3 noncompliance emails already.
I guess I’ve made it to their slayer list. Ki$$ my A$$..

So just out of curiosity, if one jumps a PSG will that take into effect in May? Or are you looking at another three years as your current PSG?

And if one jumps from a 20 to a 21 what is used to determine the pay increase?

My apologies I’m still green

Will all RAN National employees need to move to Dallas?

And why aare all Local RAN design teams still heavy in remote locations?

I'm new in the UK org
What is this obsession with days in the big office it seems such a waste of time
Pointless big office and meetings

There seems to be no rhyme or reason in policy and procedure changes in this company. Does anyone have an idea of what departments/how much of Optum's work has been farmed out to private equity firms? Because I feel like that would explain a lot.

The data is reported by VP/SVP, so it’s not entirely anonymous if reporting lines are thin. I’m hoping not to get too candid, and nothing changes anyway, so what’s the point? Suggestions?

Seeing the note that we no longer get to expense our internet and the mobile phone stipend is lowered to $50 a month [for both in all].

What else will be lowered or cut?

Be prepared, “ we are a in-person” company !!!!!!!

I know there's a policy where you are not allowed to work outside of the US. Has anyone tried to do this with like a VPN router + travel router?

I don't know about you but I would be willing to pay for WFH days.

Anyone else?

Not ideal, especially since they already took a week of vacation away from 20+ year managers; but it would be worth it some days.

Perhaps it's a new revenue stream?

It's complete bullsh-t that so many people are still working remote without any monitoring at all. I don't understand why they have been protected.

On Sparq, it looks like the Incentive Program page was updated mid/late August & now there's no mention of merit, only RRP. The downloadable PDF is also new, talks about base salary, incentive opportunities & benefits--and having to exceed established goals. Nothing official has been communicated in team calls, although maybe it was in the latest town halls?

Look out everyone, orgs are now monitoring everyone's AI usage to fit with our glorious leadership's new decrees that we are now an AI-first company. If you aren't shoehorning AI into every part of your daily workflow, you are considered a bad employee and will soon be replaced by someone who is better at kissing a-s and BS'ing about how much they've multiplied their productivity by using the custom cr-p tools from the Copilot suite. Dadlani's posts asking everyone about how AI has improved their work experience are always met by shameless a--kissing from offshore managers about how their team is 3x faster than before and getting head pats for it while level headed managers who are pointing out how AI is not a magic one-size-fits-all panacea to this company's tech debt and other core issues are being completely ignored.

You've been warned, this company's headless leadership pivoting towards AI and making it a priority is not an idle threat. They genuinely believe that if everyone, even the janitors, are not using AI, then they are replaceable. Absolutely clueless and out of touch people forcing managers to choose who to fire based on unrelated criteria to their work.

https://finance.yahoo.com/news/home-still-normal-corporate-america-130000068.html

Corporate leaders now openly admit that RTO was about culling staff sans severance. The new trend is ending hybrid to accelerate this. Given what we have experienced in the last year with "performance culture" aka stacked ranking, would anyone be surprised if this was the shoe to drop this fall?

I heard that this is being cut in terms of the discounted rate. Is going to be 5% with some other shenanigans… also heard that PTO can’t be carried over going into 2026… anyone heard the same?

How shady, on one hand they are laying people off and at the same time they are posting Labor Condition Applications for hiring H1B's on the homepage.
Wage offered 121,118 to 175k a year to someone living at blue bird street out in Normal IL

SHAMEFUL,

I understand anything on MS teams can be searched by management but how long before a message is archived/ deleted and can't be seen on the employee end? ie "We've deleted older messages due to your org's retention policy"

It seems like I'm missing messages in my MS teams.

A new initiative being rolled out to meet 24hr deadline for Medicaid and DSNP TATs is for RNs in the state of issue to work weekends but our nurses that are out of states are not being forced to do so. You can not make 1/2 your team work weekends and holidays if the other half because of residency out of state conflicts with CMA guidelines. This is complete cr-p! How do you justify that??

Let’s hypothetically say I was texting my friend saying that Fidelity is a bad place to work for, or other things negative about Fidelity. Things like “Fidelity su-ks”, “this is a trash a-s company”, or other reasons why Fidelity su-ks. And then someone shows Fidelity HR my comments about me complaining about Fidelity.

In this hypothetical situation, could I get fired for that? Thanks in advance.

That’s been its sole purpose since it started sweeping through the corporate world. Any company with a real long-term outlook would keep flexibility, as it builds a thriving, creative, and dedicated workforce. RTO, on the other hand, is designed to make people quit out of inconvenience or sheer inability to comply. It’s the cheapest way to shed headcount. And the moment you hear words like “collaboration,” “belonging,” or any other corporate fluff used to justify RTO, you can be sure it’s 100% about cutting staff.

Bosses admit they’re using return-to-office mandates to trim down teams—without needing to announce layoffs

EXCLUSIVE: Media Buyers Block Publicis’ Epsilon SSP Over Data Leakage Concerns
WPP, IPG, Havas, and others sent media dollars and data to a rival—via Epsilon’s SSP

• In the notoriously complex digital advertising supply chain, some brands and their agencies have funneled money and data to rival publicisgroupe without knowing it.

• Media buyers fear that by unknowingly purchasing resold publisher inventory—routed through publicisgroupe's Epsilon-owned supply-side platform (SSP) to other SSPs in open-web auctions—they’ve both funded a competitor and revealed their audience targeting strategies.

• Epsilon SSP is the only major SSP on the market owned by an agency or holdco.

• Over the past 18 months, the media-buying arms of wpp, interpublicipg, dentsu, and havas—along with at least four independent agencies and one brand-side programmatic team—purchased ad inventory indirectly through Publicis’ Epsilon SSP.

• Some buyers are now blocking Epsilon SSP over concerns that, by transacting on the platform, they’ve not only funneled dollars to publicisgroupe but also exposed valuable data to a direct competitor.

• This data includes the amount they’re willing to spend on specific inventory, creative assets, and the audiences they’re targeting—signals these media buyers say could be used to gain a competitive advantage.

Publicis/Epsilon can't stop stealing

I haven’t heard anything from my boss or anyone in a long time regarding location strategy. Anyone have insights/updates?

Did anyone else get a random employee survey a few days ago. Essentially all questions asked a few months ago via third party survey but this survey came out via Microsoft forms and it isn’t anonymous. I thought that was weird.

Welp seems like we're in for a reorg soon. Heard from multiple people the roles they were hiring for got frozen.

Truist is winding down its mortgage servicing operations and transferring the portfolio to two new subservicing partners in phases throughout 2026 and 2027. If you work in mortgage, begin looking for other opportunities immediately.

Anyone get their ERP paperwork yet? If so, does it mention a salary increase during the severance period?
I remember reading that it is tiered by job level.

Hyundai's $7.6 billion pivot hits major snag

https://www.thestreet.com/automotive/hyundai-billion-pivot-us-immigration-raid

Hyundai CEO publicly responds to immigration raid for the first time

This week, Hyundai CEO Jose Muñoz responded to the raid for the first time, detailing just how much of a setback the issue will be for the company.

"For the construction phase of the plants, you need to get specialized people. There are a lot of skills and equipment that you cannot find in the United States," Muñoz said from the sidelines during an automotive conference in Detroit, according to

I was just laid off yesterday. Does anyone know Gainwell corporate address and phone number? I need it to apply for unemployment.

https://www.reuters.com/business/world-at-work/lawsuit-says-musks-tesla-hires-visa-holders-instead-americans-so-it-can-pay-less-2025-09-12/

Lawsuit says Musk's Tesla hires visa holders instead of Americans so it can pay less

..."The complaint said Tesla is dependent on holders of H-1B visas
, opens new tab for skilled workers, including in 2024 when it hired an estimated 1,355 visa holders while laying off more than 6,000 workers domestically, "the vast majority" believed to be U.S. citizens.
Tesla, based in Austin, Texas, did not immediately respond to requests for comment.
The lawsuit was brought by software engineer Scott Taub and human resources specialist Sofia Brander, who said Tesla refused to hire them after learning they would not need sponsorship for employment, an indication they were U.S. citizens.
Taub said he was dissuaded from seeking one job after being told it was for "H1B only," and not invited to interview for a second job. Brander said Tesla wouldn't interview her for two jobs though she had twice been a contract employee."

The complaint said Tesla is dependent on holders of H-1B visas, opens new tab for skilled workers, including in 2024 when it hired an estimated 1,355 visa holders while laying off more than 6,000 workers domestically, "the vast majority" believed to be U.S. citizens.

About the Project

Alien: American Dream Denied spotlights the emotional journey of high-skilled, documented immigrants as they seek permanence in a country that benefits from their talent, but denies them a home.

America's competitive edge in science and technology depends heavily on high-skilled immigrants from around the world. Yet, while headlines inundate us with the challenges at America's borders, a different immigration issue has been unfolding within the country. The same talent that America depends on for continued success faces an uphill battle to remain as contributing residents.

The employment-based green card backlog has grown to 1.8 million people, and applicants from countries such as India face up to 195 years of waiting for green cards. Nearly 200,000 will likely die before they get out of the backlog. Over 250,000 minors risk deportation from the country they call home if they reach the age of 21 before their parents gain permanent residence.

Alien exposes the human toll of America’s dependence on high-skilled, legal immigrants and how the Indian ​immigrant community bears the heaviest burden. The film intimately follows five Indian high-skilled immigrants ​and their families as they build lives and families in this country in an uphill battle toward their American Dream...

https://www.facebook.com/share/r/177Kq4v3B4/?mibextid=wwXIfr

Why do they need to send a verification code to the phone when we've already verified in store for and pushed click to call? When the customer doesn't have a phone because it possibly broken, it becomes an hour on the phone and yelling at the Indians. Fix this since you won't listen to us on surveys that are "anonymous"

Events got impacted back in June of this year. AI can now handle live Events!

Is this idea realistic? Not sure if a current manager would deny if I try applying for another role within TIAA if our team is short staffed.

There was a huge push for sales performance across the company over the Black Friday in July 2025 sale and NO ONE who performed well over that weekend has been paid their sales contest winnings! Since July!!! I fear Wayfair’s plan is to fire many of us before they need to make those payouts. Our hourly workers make well below the poverty level in terms of pay. Many make such low pay their families have to seek state food aid and Medicaid to care for their children. We work hard for those contest winnings to offer our families something special outside of a super tight household budget. Just a really sad insult to hard working people.

Has the sale of the boca location closed yet and for how much ? The tax bill on the sale is gonna be a big one just like the sale of NY office.

https://www.businessinsider.com/att-system-for-tracking-employees-rto-compliance-2025-9

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...

There’s literally nothing else to it.