#policy

What’s with the ethics alert about excessive R&As. Why bother slapping the wrist of teams using budgeted amounts?

If my team is awesome, who cares if I give them all of my $500..

what a waste of time

It's been an attrition tool everywhere else, first and foremost. But people are hanging on to their jobs. The market is brutal, so they're meeting all the RTO demands. I wonder how this will actually play out here.

I am supposed to report to the Dallas HQ in October this year. Is it okay to move schools starting October 1 or is it recommended to move before schools start by August 1? I wanted to buy time for obvious reasons.

Does anyone know if Transformation employees in Tampa part of the June round receive a notice period? If so, is it 30 or 60 days?

Due to the Iran war and the mess at the Straight of Hormuz, I've heard that the USA could reach an oil/gas/diesel lack of supply crisis by as early as this July. I could see the federal government issuing stay at home orders or at minimum work from home mandates to attempt to significantly reduce demand.

Would mean all of this RTO tracking mess would end up being for nothing.

Any thoughts?

The morning ODW went live, workday was still functional for a few hours... Logged into that and it said that site visit dashboards were being retired.

On the official RTO policy page, it states...

"bla bla bla fluff... While attendance will not be actively shared at individual or leader level, this expectation is non-negotiable." - Ok but what exactly does "leader" mean? Direct manager/director? Or execs?

WTF does that even mean? Why can't we see our own site visits? What harm has that done? Leader as in our direct manager, or is it execs as well?

I already keep an excel spreadsheet tracking my own site visits + PTO days because I don't trust the badge readers but why tf would they take those dashboards away anyways?

Maybe it's so managers can't see and warn those who aren't going in often enough? idfk bro..

I genuinely don't think Dell will EVER straight up say "site visits are no longer being tracked" because 99% of people would quit showing up lol. So I can't help but wonder if the wording is purposely confusing to make people think it's being tracked still?

Has anyone left Fiserv and had to pay back the cash bonus because tenure hasn't been met? How does that work?

They will keep all your FHA monies!!! The money you put in and the money they put in will be consumed by MDT after the 60 days. USE IT NOW! I lost 1200 dollars when I got laid off.

BNY keeps pushing RTO 4 days/week and open‑desk seating like nothing in the world has changed, while employees are left wondering whether leadership has even skimmed the latest CDC guidance on workplace exposure risks. The CDC may not mandate hantavirus controls, but it’s clear about best practices: identify and control rodent presence, seal workspaces, improve ventilation, use PPE when needed, and restrict work for exposed or symptomatic employees. OSHA’s general duty clause still applies — employers must provide a workplace free from recognized hazards. Rodent‑borne pathogens qualify.

Many employees in the Jersey City office in particular have reported concerns on this forum regarding concerns of rat infestation and control.

So here’s the question employees keep asking: Will BNY communicate anything at all? Will they adjust RTO, restrict open‑desk seating, or even acknowledge that shared workspaces increase exposure risks? Or will they continue the pattern — silence, spin, and “business as usual” — while employees shoulder the health risks?

With the recent cruise ship outbreak and the 2025 death of actor Gene Hackman's wife and dog, people are concerned and fearful, especially given current RTO policies.

BNY has a stewardship responsibility, not just a shareholder one. If state or local OSHA programs tighten requirements, the bank won’t be able to hide behind “CDC guidance is voluntary.” And even now, nothing stops BNY from adopting the CDC’s recommendations as a basic duty of care.

People aren’t asking for miracles. They’re asking for transparency, updated safety protocols, and a realistic assessment of whether RTO makes sense when exposure risks — viral or otherwise — are rising.

Until leadership addresses these concerns directly, employees are left to wonder whether workplace safety is a priority or just another line item to downplay.

In 2024, no H1b were impacted but the rest. What is company policy? Is it legal protection for H1b?

Fidelity Investments will require many employees to return to the office five days a week. This new policy begins in September for staff at its Boston headquarters and other locations. Managers at the vice president level and above are also included across all company sites. Previously, most employees worked two weeks in the office out of every four. The company believes physical presence fosters connection, mentorship, and learning.

Boston, Massachusetts

https://www.bostonglobe.com/2026/04/30/newsletters/fidelity-return-to-office-five-days-boston/

On Workday

Considering applying for a WF role. Been monitoring this thread and there seems to be a lot of complaints around the in office policy, which I understand to be 3 days in office, and they are ensuring people stay for 8 hours on those days. My current role is 4/1, but no close monitoring of actual hours in office (yet).

Want to confirm it’s 8 hours in office they are requiring, and ask if you can come in earlier, for example 7am, and leave earlier if you need to - versus 9-5.

Hi, I don’t work at the firm anymore. I heard that phone positions only need to come to the office one week a month. I am unfamiliar with what phone rep people deal with, but I know they deal with a LOT of crazy stuff. So, salute to you guys.

That being said, assuming what I heard is true, why do phone rep people only need to go one week? What is it about their work specifically that they can go in just one week? Why not all the other positions, like software engineers? Will phone reps continue to only need to go in one week after 2027?

Thanks

Changing MGR review to 100% multiplier BUT still staying 25% payout based on individual multiplier. The jokes wrote themselves.

Love the additional info where managers can't quit on Sept 1 beginning of fiscal and and still collect bonus in November.

This proves they KNOW everyone hates this job and this company so they change the rules to force management to stay longer.

At least four IT Infrastructure peeps were terminated without severance pay this week following an “investigation” for “policy violations”. Witch hunt in progress. Don’t give them any excuses.

Only working 2 days this week due to pto. I will be 20 minutes short of the in office expectations. I know days average out over time but if I worked more than 8 hours last week, will that cover me?

The Broward School Board postponed a vote on proposed job cuts. The proposal aimed to eliminate 800 positions due to decreased state funding and student enrollment. This delay occurred as the board addressed a state investigation into credit card misuse. The probe concerns the Board chair's $150 ticket purchase for a political fundraiser using public funds. The Board will strengthen credit card policies and provide additional training.

Fort Lauderdale, Florida

https://www.wlrn.org/education/2026-04-29/broward-school-board-responds-to-state-probe-of-misuse-of-public-funds-delays-votes-on-job-cuts

Does anyone know if summer Fridays are going to be observed under this new regime? We’re only about 3 weeks away from Memorial Day. Tick tock.

“5 DAYS. ONE TEAM. MORE SOON.” WTF... seriously? It’s being framed like some kind of exciting announcement, when for many of us even 3 days in the office already feels excessive and outdated.

If this really means pushing to 5 days, it’s not going to strengthen the team. It’s going to do the opposite. The best people will quietly start looking elsewhere, and those who stay? Don’t expect engagement or extra effort. You’ll get the bare minimum, because that’s what this kind of decision signals back to employees.

And honestly, if last year’s VOE survey results were already bad, just wait for this year’s after this kind of policy. It’s hard to imagine them improving under these circumstances.

Personally, I’m already planning my coping strategy: books on my phone and tuning out as much as possible. Though that might be difficult with coworkers who treat zoom calls like they’re shouting across a stadium instead of speaking at a normal volume.

It’s frustrating to see something that impacts people’s daily lives so heavily being communicated with vague slogans and zero transparency.

Cats out of the bag boys and girls. If you’re in certain sites you’re going back 100% from September.

Can former VSP recipient be eligible for rehire after 12 months?

Just got called into a meeting about how long bathroom breaks “should” be, and what times we are “allowed” to take them.

AP has camera footage and tracks employees that are on the clock.

How is this legal!??

Change announced as of 4/27/2026 @ 1:00pm EST

Our departmental groups have been chatting about this potential since the beginning but the info finally dropped. That group is just but one of the many departments being squeezed to absolute death with due dates and high expectations of the perpetual ‘pull-in’ cycle of doom.

At the very least, we could look forward to being appropriately compensated via overtime. With that having been taken away as soon as Friday, I ponder how many people will leave prior to the handoff. Likely stick around for the ‘retention bonus’.

Wild a-s info but sadly it’s been expected for a while now.

We still have a couple days left, who the he-l knows what other last minute thing they may pull out of their a-s.

Godspeed ya’ll.

Has anyone heard of this new policy?

Makes no sense.

They just can't get enough people off of payroll. They are now threatening managers if the employee's MOOSE is marked incorrectly. A manager with CLO and MS employees sent out a notification to their employees that while MS might be 2 days, the expectation is 5 days, and that the CLO employees are expected 5 days at the customer site.

There was a big emphasis on MOOSE being correctly coded, and that any telecommuting be preapproved by their manager. The quote was "They aren't losing their job because I don't know where you are"!

So as managers you're not being treated as customer serving managers? Also, how can you tell where your CLO employees are if they are always on VPN?

I hear that KTD managers were told that their local employees need to be in the office a certain percentage of the time. And if the employees don’t hit that that quota the manager must explain why.

This leads me to ask, what is the percent that will trigger the need to report on an employee? And what are the consequences for the employee? Because up to now there has been 0 enforcement of this policy.

If you're thinking about retiring, how much notice do you need to give and will TD try to force you out sooner?

from the FAQ on WFH mandate

Looks like it's sooner rather than later

"New desktop wallpaper (background image): For brand consistency, this update overrides all previous wallpaper images you may have created and initially will not be able to be modified."

What in the absolute feck. We're not even allowed to pick our own desktop backgrounds anymore? Talk about micromanaging...

VP's (P4's) are required to give 30 days notice. Not sure if this is 30 calendar days (~4 weeks) or 30 business days (~6 weeks). Can someone clarify?

Does Schwab have an official policy for minimum hours in office, or how early/late you can be in the office?

My manager mandates 9 hours in office and you cannot leave before 4PM.

The two other team managers mandate 7.5 hours with many working 7AM-2:30PM.

Do our WFIP staff have to be in the office 3-4 days per week for 8 hours a day too? I realized I haven't heard a word about it from anyone, ever, so am curious how evenly the rules are being applied. Probably another best kept secret to alienate the US employees hat Charlie hates so much

Manager here — trying to sanity check something.

I haven’t been given any formal tools, dashboards, or defined thresholds for tracking RTO attendance on my team, but I’m hearing a lot of specifics (e.g., ~50% thresholds, rolling 2–3 month averages, automated notifications).

Are other managers actually seeing concrete metrics behind the scenes, or are these assumptions based on when HR flags something?

Trying to understand what’s real vs inferred.

To age plus years of service equals magic number for full retirement. Employees will retire without an exit severance pkg.