#policy

Can confirm that company is actively monitoring office attendance and employees who are not complying with what is now policy will be terminated. Also, outside of sales-coded roles, there will be NO hiring for virtual employees. Waterloo is the primary favored location due, in part, to a lower salary range for Canada and the fact no health care contribution is required. In short, Canadian employees cost less.

Company IS eliminating 15-20 percent of the current workforce through WFRs, carve outs, performance and violation of policy.

Watch your back. Managers and leaders also work from company sites as they are also required to adhere to office policy outside of sales and yes, they will report you if they see coffee badging.

Bumping this from @jq+1kpeh2t5w for info.

Governor Tina Kotek formed the Oregon Prosperity Council to address the state's sluggish economy. The 16-member council is tasked with developing policy recommendations. Two labor-affiliated members recently released a report advocating a "high road" approach to growth. This report contrasts with business groups pushing for tax breaks and deregulation. The council is expected to deliver its final recommendations by June 30.

Oregon

https://www.opb.org/article/2026/04/16/oregon-economy-prosperity-council-kotek/

Oregon Governor Tina Kotek issued an executive order. This order aims to prevent school districts from reducing instructional time. Many districts previously shortened school years to address budget shortfalls. The order also stops the Oregon Department of Education from granting waivers. Education groups and school boards expressed concerns about the unfunded mandate.

Oregon

https://www.opb.org/article/2026/04/16/oregon-governor-kotek-order-blocks-school-districts-cutting-instruction-time/

MST home dispatch tech use and abuse company assets. Driving 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...

What do you guys think about it? Pros and Cons? Gotchas?
Sounds too good to be true.

I heard through the grapevine that a certain role in the private bank is being switched to remote ahead of the RTO mandate. This role has pretty much ignored all previous in-office mandates and is 90% men. Not a good look. Managers in other roles are told their jobs are on the line if their employees don’t comply.

Due to the new Formula, you will have to come in extra days if you have Vacation and Sick time if you want to hit the 60%.

Anyone knows the rules?

How is this legal? So 11 days was good, but now they say it’s no good because new rule is 14 to 15 days, depending on the month. Applies retroactively since January since expectations was to be in office…but for 15 days????

Does anyone know how many sick days per year employees in the US get ? If unused, do sick days accumulate ? If so, does it accumulate to a max number of days ?

Its not clear to me on walgreens tolerance on people working a second job in parrelel. Also is any one doing it?

Personally would rather have a back up in case I get fired 💀

I saw posts saying Macy’s and Bloomingdale’s picked a small set of test stores to open on Easter Sunday this year. A few mall sites actually showed it too, like Macy’s at Tysons Corner Center and both Macy’s and Bloomingdale’s at Westfield Century City being open that day. I get why they’d test this in high-traffic areas, but it still feels like a line moving in the wrong direction.

Belk has a history of following bigger retailers’ playbooks, so I’m worried this kind of “holiday creep” could spread. I really hope this stays limited and doesn’t become the new normal.

Hope you had time to digest this week’s news you can use newsletter.

What can I say that would resonate with you on moves we’ve made this week on change in our policies?

Would you take PIL when we NSI you because you don’t want to be living under constant pressure that you are more NSI away from being pushed out? Or would you still try PIP.
NRE coasters, what are you thinking ? Are you finally going to focus on your main job rather than building alternative career as a “Coach”

Clearly the next step will be to either:

1. Lengthen the time window (e.g. 2nd NSI during career = automatic separation)
2. Change to mandatory separation in first NSI

How many hours does an individual need to stay in the office to count as a day?

Does anyone know of any formal policy that prohibits employees from bringing a walking pad (electric treadmill) to campus to use under their desk? I have a dedicated spot, so no hot desking involved. Or is this a classic situation of “ask forgiveness, not permission” ?

Go into your online profiles if you work there and update your preferred names, policy is policy.

A lot of office workers in India and the U.S. have been laid off recently.

But somehow there are still plenty of remote workers sitting in Dublin, Ireland. Why is ESG management holding onto them? What kind of justification is being made for keeping these roles?

From what I can see, most of them don’t bring anything special to the table. I’m not seeing strong skills in areas like reverse engineering or development. Honestly, it feels like teams in India or the U.S. could take over that work and do it better.

So what’s really going on here? Is ESG management going against company policy? Or do these people have connections with upper management? A lot of them seem to be legacy folks from the old Symantec days.

Be ready for change

Figure it out yourself it seems. Can’t even provide a live month to date view of what did or didn’t count so we can course correct. can’t clearly explain how to ensure our days do count. Cant tell us what months count in the rolling 3 months, surely can’t be anything prior to today and this new tracking system. Can’t provide a target of in this month x number of days (pre-adjustment) for next month or the future. when a week straddles 2 months we need to go in more than 3 days??

Today in the office most people spent more time putting together tracking files for themselves and this new messaging than the jobs we were hired for because this convoluted tracking system that only cares to show you historical data after the entire month has ended.

I struggle to understand how compensation for the year can legally be tied to RTO push that has ever changing tracking methodologies.
How can this be a goal in the system when the goal is clear as mud? Why does the goal keep changing?

I do not understand.

A standard work day is 8 hrs. Why all of a sudden are people so stuck on 6 hrs in the office? Shouldn’t it be 8?

Since when have we ever had a 6 hr workday?

Some teams, not everyone is being limited to only 25 days of PTO and SICK combined which is not very nice. Other teams still retain the unlimited PTO policy. The Employee handbook does not talk about this at all and it says it's a "Flexible" policy with no time accrued.

It is very unfair that some Directors are forcing their managers to tell direct contributors that they cannot take more than 25 days off a year.

I have been moved around between a few teams in the last 2 years and in all of them we were capped. My current team is also capped at 25 days.

Anyone else?

This is by far HCSC’s biggest and ugliest April fools day joke ever! They already had the list of employees they were sending home. Just send that sh*tty email to them and leave the rest of us alone in peace. Thanks for caring about your employees!

Got this on good authority. I've been under the 4 days a week RTO since they went to it. 3 days was all I was willing to do.

Have a friend in an high place that warned me of a layoff on Monday for anyone that hasn't complied. I need my job.

Since T states in their mandatory privacy courses that they comply with California laws, they may want to check out some of these.

State-Specific Protections (Example: California)

California provides some of the strongest protections through the California Privacy Rights Act (CPRA):
employeesfirstlaborlaw.com
employeesfirstlaborlaw.com

Disclosure: Employers must disclose what data they collect and how it is used.

Right to Access: Employees may have the right to access and correct the data collected about them.

Retaliation: Employers are prohibited from retaliating against employees who exercise their privacy rights

Is the “Rule of 60” used to pay out the full year’s PTO (ie, instead of only what’s accrued by separation date) simply age plus years of service greater than or equal to 60? Asking because the “Leaving Citi” document also includes being at least 50 years old and having five years of service in the criteria for Citi retirement health plan eligibility, where the Rule of 60 is first described (ie, someone 45 years old with 15 years of service wouldn’t be eligible). In the section addressing PTO later in the document it only references the Rule of 60 without defining it. So now I’m confused. Can someone from HR please clarify?

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.

There has to be some sort of payoff, some sort of scam for this to be even remotely plausible. Literally everyone I know at Cisco is either unhappy or miserable. They may smile, say all the right things, but that’s to keep the bills paid. And the misery is directly related to the absurd decisions made by “leadership” who have no business making any type of decision or policy.

80% colocation target

New Texas SNAP Rules Now in Effect, Candy and Sweet Drinks No Longer Covered

Starting Wednesday, April 1, 2026, Texans who receive SNAP benefits can no longer use them to buy candy, drinks with artificial sweeteners, or beverages with 5 grams or more of added sugar under new statewide restrictions.

I’m for ending Summer hours to increase stock value. There will be a morale hit and some grumbling and attrition. But the employees will adjust.

As the Alphabet soup continues to do mini layoffs to avoid UK government thresholds.

Looks like they will pick out people that work remotely, going as far to include peeps working 2 days a week from home.

There is too.much supply vs demand, one way to fix this is to cancel h1bs right away

For instance, if somebody is getting paid for the next 60 days but not required to work, can they start somewhere else immediately or not?

Local American professionals are in surplus and jobless but we are paying more in visa fees instead of hiring people from here. Non-American managers prefer to hire non-American staff working here in the US, where Americans must be considered first. I cannot believe companies are unable to find people to do the job, there are folks here with even better skills.

I see so much confusion about WARN notice on this board:

The WARN Act applies to employers with over 100 full-time employees who are planning a mass layoff at a single site of employment.

So if you are (or were) WFH, WARN does not apply to you. (unless you have a hundred coworkers as roommates in your house)

Any idea why they advertise “unlimited” paid time off but make it nearly impossible to use it? I came here from a prime, where I had more accrued PTO, which I could actually take, even though it wasn’t labeled “unlimited.” Here, I get much more pushback and scrutiny whenever I try to take time off. Really wish I hadn’t made the move.