#policy

https://share.google/uPYtKCB2rrthJEKfu

This is a theory. They implemented this new bag check policy the same week that DM's emphasized on the weekly conference call how SM's have to be working 8-5 (no matter your store hours) while also emphasizing how they're tracking bags checks full force. I'm curious if the bag checks are actually being implemented to track what time the SM's are leaving their shifts. This would give corporate leadership the advantage to make ER easily give the OK to terminate SM's after the holiday to avoid severance for (theory) layoffs after R2R. Just a theory. What are your thoughts?

Does anyone know if bonuses still pay out as normal in Feb. if you go on leave before your year end review and don’t return to office until April?

I’m very confused to what HR has to do with a promotion process. If you get nominated for a promotion and it gets approved by all required people in your LOB- how is HR going to disapprove it or say “no this person can’t get promoted due to x,y,z. “ can’t someone explain the process to me?

My question to Copiot,,,,,,,,So basically very little progress but a lot of plans no extra money coming in just money spent on planning or whatever.

Answer - That’s a pretty fair summary of where Canada stands right now. The country has rolled out ambitious frameworks—like the Clean Electricity Strategy and emissions reduction targets—but the tangible results are slower to materialize.

are folks that get severance supposed to talk about what they got if it's a more generous payout than what the policy allows (2 weeks for every year)? do fired employees get severance? Has anyone heard of such a thing?

Anyone want to tell us about how Citi is handling AI use in various departments? I've heard that some departments aren't touching it, while others have gone full send and are exposing everything from policies to chats. Which one are you guys using too, chatgpt or another?

Because, after Andy departs....

Thread title and anyone have any idea if they were to do so how long it would take to change it?

Currently, the U.S. levies no tax on U.S. firms’ overseas earnings as long as those profits remain overseas. That policy essentially encourages companies to reinvest their profits outside the U.S. And to give companies even more incentive to hire overseas, the Internal Revenue Service allows companies that move factories abroad to deduct from their taxable income the cost of closing their U.S. plants.

Got a "first and final" warning about Connect Week attendance today, specifically time spent in office rather than badging in and out. And no bonus for me this year as a result. Pretty floored although I guess it's better than being fired with no warning? Am I the only one?

If it’s not in set stone writing by HR … how can they really even enforce this?

Also do we know yet how managers will be getting reports of employees coming into the office?

Is it by badge scans? By seeing if device is connected to building WiFi?

Just got word from my sources that corp risk 4 day RTO will start in April 1 and not Jan 1.

Congrats fellow coffee badgers

https://www.msn.com/en-us/money/companies/at-t-commits-to-ending-dei-programs/ar-AA1RCMNw?ocid=msedgdhp&pc=HCTS&cvid=69304c6bd46044fa8a533101e5611cf6&ei=51

In an FCC filing, the U.S. wireless carrier said, “The legal landscape governing diversity, equity, and inclusion (“DEI”) policies and programs has changed. We have closely followed the recent Executive Orders, Supreme Court rulings, and guidance issued by the U.S. Equal Employment Opportunity Commission and have adjusted our employment and business practices to ensure that they comply with all applicable laws and related requirements, including ending DEI-related policies as described below, not just in name but in substance.”

B4 tech mgr here, during a recent internal audit, HR department discovered widespread misuse of vacation time across multiple departments, including associates taking unapproved extended leaves, extra days not reporting to workday, overlapping PTO with sick days without documentation, or logging vacation while working remotely on company tasks.

Leadership has officially warned all managers to tighten oversight, and HR is now actively reviewing records with potential disciplinary action (up to termination) for violators. Going forward, every vacation request will be scrutinized, and any past discrepancies could trigger immediate corrective discussions , double-check your own records now and reach out to your manager if anything looks off before they come knocking. Better safe than sorry.

His email outlined some stricter usage of the internal test vehicles, including reiterating that non-Ford personnel can’t be in the vehicle if any of the software is unreleased.

Anybody hear of why he sent this out of nowhere? I’d imagine someone was misusing the vehicles in Dearborn but we haven’t been given any details. Did someone abuse it? Take their friends to a strip club? Get a DUI?

When was Toast’s current hybrid work policy for North America first introduced? The one with different requirements for on-time work for employees living within 25 miles from an office location. Also, is this policy actually enforced for those employees?

During open enrollment, the company stated that STD at 60% pay was provided at no cost to employee. With Minnesota Paid Leave, employees are now required to pay 0.44% for STD. This doesn’t seem accurate. The company should be paying the full 0.88% if STD 60% is provided at no cost to the employee.

Do you get a portion of it? Also.... what about the other way around? If a teammate leaves before May, does their portion of bonus money get split amongst the rest of the team at the manager's discretion?

Everybody that’s scheduled to work on thanksgiving please don’t show up !!! A lot of us will not show up for the stupid ridiculous cellphone policy !!! Everybody call out !!!

Company probably hired an outside consultant and paid them $250K just for the name change and rebranding. Just drop TIAA & CREF from all funds for starters. Very few people even know what the acronyms mean anymore.

Good to see Colbert making this announcement. We have been wondering where he disappeared to. Curious as to the newly named Socially Responsible fund and how many companies in that fund have been sued, paid settlements, support or have government contracts that support the war machine, etc. Someone needs to call out these Social funds as putting lipstick on a pig.

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NEW YORK, November 17, 2025 – TIAA today announced that three variable annuity accounts in its flagship $290 billion CREF Variable Annuity suite will receive new names effective November 30, 2025, to better reflect their investment strategies and align with widely recognized industry terminology. The name changes will make it easier for clients to understand each account's strategy and build balanced portfolios without accidental gaps or overlaps.
The three accounts receiving updated names are:

CREF Stock Account will become CREF Total Global Stock Account to more clearly communicate that this actively managed account invests in stocks of companies of all sizes in both U.S. and foreign companies.

CREF Equity Index Account will become *CREF S&P 500 Index** Account to more clearly align with the benchmark it follows—the S&P 500 Index.

CREF Social Choice Account will become CREF Responsible Balanced BS Account to better describe the account's focus on ESG (environmental, social and governance) and impact investing. "Balanced" was added to clarify that the account holds both equities and fixed income.

The accounts' investment strategies and management will not change. Fees and expenses will also remain the same.

"These name updates reflect our commitment to transparency and will help our clients make informed investment decisions," said Colbert Narcisse, Chief Product & Business Development officer at TIAA. "We are making it clearer how each account invests, which helps our institutional clients and participants better understand their options and build portfolios aligned with their retirement goals."

Participants who hold one or more of these accounts will begin seeing the new names on statements issued after November 30, 2025, and in their online accounts after the effective date.

Does anyone have reliable information on planned changes for RTO - are we going to be expected in office more days soon?

The issue with big corporations is that they have a one-size fits all approach to their employees, which lets face it - it's the least effective model. The responses from this post is proof of this. Good companies, take the time to take a macro look at what works for each department. Sure, it makes sense that creatives and productive teams would benefit from being in the office 5 days a week, but so many other departments, finance, legal, etc., would probably do well with 2 to 3 days a week. Their deliverables do not depend on staff being in the office every day. Companies that employ RTO is not really about collaboration or bringing everyone together. It's a tactic. To force people out (called a backdoor layoff - you can look it up) and to create a controlled office labor. Check out those companies that have done this in the last few years - isn't it odd, those announcements come with public admission of issues in the company, along with huge layoffs?

Good post. Putting it up for visibility.
OP: @am+1kakpjk0y

If it’s true that a full RTO mandate is coming in January, that’s what will really hit us. They’ll 100% set the requirements so they’re impossible, or near impossible, for a lot of people to meet, fully aware that everyone will bend over backwards to comply given the job market. RTO will just become another way to push people out without calling it cuts.

Expect an email after Thanksgiving. Welcome to the new Verizon

There is no offer for vacation time?

Hi everyone.

Current TSYS employee here. I am wondering if FIS rolls over your unused vacation days to the following year. What's the policy around it? Because currently in GPN, we have to use it in the same year or lose it.

Was anyone else spoken to about the new policy under Athena that work from
Home employees are not eligible for promotions or to even get new roles?. So essentially we are stuck unless we want to move close enough to one of the 6 designated hubs in North America. Another way for Pepsi to save $ in hopes that we leave willingly instead of firing us and having to pay severance. This is getting old

That's all what a load of BS

What happens when these two collide?

Accounting, fpa, reporting&policy?

If you give notice but your last day runs through date bonus would be receive would you still receive your bonus...Or do you have to wait to give notice until after bonus is received as giving notice would disqualify you?

Going back to the office 5 days a week starting on January 5th? No work life balance? It sounded like we can’t even work from home to take or kid to a doctors appointment?

Our remaining refineries are facing an existential threat that puts the very fabric of our economy and society at risk.

Without significant and rapid policy intervention, the country’s remaining refineries are at risk of closure, increasing reliance on foreign imports.

Creating a level playing field for Britain’s refineries to compete is in the gift of the Government, and we need to see action.

Watch Paul Greenwood, the UK Chairman of ExxonMobil, deliver this message to members of the Energy Security and Net Zero Committee

https://parliamentlive.tv/Event/Index/3f11ead9-99d8-4c0f-b34e-f1df9d270231?in=15:04:10

Companies that offshore jobs should be taxed heavily. It’s essentially “exporting” jobs oversees. Verizon would have to pay a huge bill on that case.

I have international vacation trips for Thanksgiving and Christmas already approved and non-refundable airline tickets purchased. If I'm not on the list I assume I will not be claiming the vacation days and will get extra pay for the vacation days not claimed.

What if I am not selected but half my team is?

Indian-origin Howard professor Ronil Hira, a critic of the H-1B visa, explained why U.S. companies favor it. Despite President Trump recently signaling a need for certain foreign talent, the administration imposed a $100,000 fee on H-1B hires, sending mixed messages. Hira noted that many H-1B workers have ordinary skills available domestically, but employers prefer them because they can be paid less and are bound to their employers. While some highly skilled workers do come via H-1B, the program often fills roles for cost and control rather than genuine skill gaps. Hira emphasized that H-1B is a labor policy, not an immigration issue, and criticized its weak worker protections, which make it attractive to Silicon Valley.

https://timesofindia.indiatimes.com/world/us/they-are-controllable-indian-origin-howard-professor-explains-2-reasons-why-us-companies-prefer-h-1bs/articleshow/125350198.cms

Had a meeting with HR this afternoon about a few days a few months ago where I had no transportation to work and was relying on an evening ride to get my badge swipe. My direct management was aware and, supposedly, fine with it. Our team also has the unofficial ‘official’ go ahead from our global head to leave once we’ve logged 4 hours in office, but that’s beside the point I guess.
HR called it a ‘fact finding’ meeting and had no concrete answer when I asked what next steps were and when I could expect to hear back. I’ve seen posts of people being let go for the same basic reason and am just wondering if anyone has had a similar experience? Meeting first and then termination to follow? Obviously can’t change the outcome now, but I’m still curious.

No trolls please. Only want to hear from folks who actually have credible information.