#policy

I’ve heard that conversations are happening to reinstate a return to office for the entire work-week as opposed to the current 3-day requirement. Does anybody have any additional intel to confirm or deny this is on the table?

I feel like the open seating setup is not ideal due to noise, lack of routine, etc and having everybody in the office is going to make it that much more difficult to be productive. At least give us a cube so teams can sit together and you know where to find someone as opposed to walking around aimlessly.

Bottom line though - so many of us would still be on zoom sessions for most meetings so a full return to office just isn’t needed to increase productivity and relationships. Leave it where it is and allow us to be adults - if we need the face time, we go in. If not, then we don’t.

Didn’t last long with the “return to office.”

So, what actually happens if someone doesn’t stick to the 5-day RTO policy? Will managers just note it during performance reviews, meaning it could impact our bonuses or raises? Just wondering what steps Truist expects managers to take with team members who don’t follow the policy.

Specifically section 4.6.
I'll wait.

For example. If you accept a new position in January of 2026, you will not receive any grade level change, title change of compensation change until March 2027.

"why are we sending billions in subsidies to insurance companies when we could just give the money directly to Americans to choose their own healthcare"

Won’t people just pocket the money and go uninsured raising the cost for everyone else?

https://www.theguardian.com/us-news/2025/nov/08/senate-republicans-trum

A bipartisan bill introduced on November 5, 2025, would require large companies and federal agencies to report AI-related layoffs to the Department of Labor.

Senators Josh Hawley (R-Mo.) and Mark Warner (D-Va.) proposed the AI-Related Job Impacts Clarity Act. The DOL would collect this data and publish public reports for Congress.

Hawley says people need to understand how AI affects jobs, noting predictions that AI could increase unemployment by 20% in five years.

This follows other legislative efforts:

• Bernie Sanders warned AI could replace 97 million jobs in the next decade. He proposed solutions like a "robot tax," ending tax breaks for automation, and a 32-hour workweek.

• Nancy Mace introduced a bill for AI training in federal workplaces.

• Mark Kelly proposed an "AI Horizon Fund" where top AI companies would contribute to worker retraining and support.

Several states already regulate workplace AI use. New York, California, and Colorado require things like bias audits or disclosure of AI in hiring.

The main concern is that companies lack resources to train employees on AI, while pressure grows to adopt the technology.

https://www.cnbc.com/2025/11/05/ai-jobs-act-warner-hawley.html

Hot take but since Nike is over staffed why not offer a buyout option? Over 10 years and certain levels of age just let them volunteer and avoid the noise. Other companies are doing it. Google again. That would be a positive all team announcement for many. EH said he only wants people here who want to be here and that’s a great way to help navigate the crossroads.

Just curious if anyone other flex employees are being told they must work a minimum of 15hr a week for the Holidays?

I noticed new items have been added in the expectations. Consider this an official warning that HR can use against you.

• In-office days are expected to be eight hours in the office (i.e., don't come in at all if you can't stay 8 hours, even if you're coming in an extra day more than required).
• Employees who need to leave early for medical appointments or childcare should come in extra hours in-office on other days or "talk with their managers." (like the 3 day requirement, your managers should be able to override it on a case-by-case basis if they document it beforehand).
• Half day PTO of all forms of time away count as in-office days still, even with the 8 hour requirement going forward.

CIGNA stock price in 2010 was around $32 per share. It skyrocketed to near $300 as of November 2025. Amazing what guaranteed taxpayer support can do for your stock price.

What happens when ACA goes away? Free market capitalism!

as you can see the complainers and negative feed back people are the ones that are abusers.
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...

Why can they see we still have people taking free thing like NCAA / NFL tickets !!!! I guess if they can do it I can To !!

US Department of Labor has launched an initiative to prevent the abuse by corporations often H-1B Visa program spamming the over hiring of jobs that are displacing US Citizens. The initiative is focused on ensuring that US American Citizens are put at higher priority for skilled labor jobs in technology and healthcare.

Reddit said PRTO is being capped at 80 hours next year

Rent a center has shifted its collection processes for the worst. How you ask? They have taken the attitude that it's better to get something other than nothing at all. Here is an example, customer gets a brand new 85"tv. Makes a $10 online transaction and comes due. Never pays, never communicates with the store. Now the customer is 40 days past due. They are sent an email or text, apologizing for us bothering them ,but wanting to help them. The company then offers a payout settlement of $300 , for a brand new $1000 TV mind you. Customer takes the deal , and can reapply and do it all over again. Now think of that on a scale company wide. Why has profit dropped off, why are collections higher year over year? That process right there. And don't think for a minute that customers don't encourage others to follow this process. Get a brand new ps5 for $150!!!
All the while store staff stays till 8pm everyday trying to hit collection numbers that are now impossible to hit. Thanks to the ivory tower think tank!

The South Windsor Warehouse is closing does that mean the off price backstage going away? Personally I find Backstage a distraction. Macy’s should make “Last Act” sections a major markdown to get product out of the stores asap.

How does WF get away with these practices of reducing PTO hours for usage of sick time?

In NYC, the following law applies: “NYC's sick leave law, the Earned Safe and Sick Time Act (ESSTA), requires employers to provide paid time off for various reasons, including personal or family illness, medical appointments, and absences due to public health emergencies or domestic violence. The amount of paid leave depends on employer size, with employers with 100+ employees providing up to 56 hours annually.”

However, WF’s own policy states: “If you’re a pto eligible employee, you don’t receive paid sick time in addition to your paid time off allowance. Instead your pto can be used for reasons covered under the sick time law to provide pay and job protection. Using sick time in workday decreases your pto balance by reducing those requested hours from your monthly pto accrual.”

Isn’t this illegal?

It seems the directive is to charge people for phone cleanings and password resets? Anyone else being pushed to fudge these numbers? The OST definitely has nothing in it about either of these things. Any clarification would be great.

Basically the title, just because I don't like my current job doesn't mean I don't want to ever work here again. Anyone in HR know what the criteria for rehire eligibility is?

It’s pretty stupid that after knocking out my work, day after day I have to sit in my chair and wait to get my “8 Hours in”. Is 7-7.5 hours going to be enough to stay off the list? Or, are they really going after people who have 7.5 hours in office? I’m already incredibly annoyed by this d-mb rule and I can’t believe we’re being treated like teenagers! Hopefully this nonsense ends soon

Does anyone even bother with the Self Evaluation anymore? I’ve done it every year, but nothing from it ever makes it into my annual performance review. Management seems to decide ratings, bonuses, and merit increases without taking it into account.

Our management is saying we have to do it, but enterprise wide email says its optional across the company. Is there any actual consequence for skipping it? Honestly, it feels like the outcomes come annual review are predetermined anyway.....

This is probably the only channel I can say this on. But by God, people. Please get in line with the in-office requirements. 3 days and 8 hours is not that big of a deal. And if some of you lazy people keep looking for loopholes and abusing the system, they’ll come down harder. It’ll be 4 days, then 5. And we shouldn’t blame management. We should blame you.

How can governments provide support to those who are laid off?

One method would be to impose new taxation, similar to how companies raise revenue. Perhaps a percentage of both usage and storage charged to clients.

Any other thoughts?

You feel it, we all feel it. It doesn’t read like leadership trying to build culture.
It reads like control masquerading as culture. When a company actually wants people together for collaboration, the tone is invitation. When it’s about covering themselves or flexing power, the tone is exactly what you would expect from Dell. Cold, absolute, and written as if you’re a dog in a cage.

Lessons learned?

Is 6 hours in the office still relevant?

Has anyone heard what’s changing next year about whether we’re going to be able to continue working from home? I recall reading or hearing that announcements will be made at the beginning of 2026.

I see a lot of people that are still remote… has anyone recently successfully negotiated to be remote? Will those that are remote be eventually asked to go back to the office?

Like RTO policy & procedures? Somewhere where I can see rules. I see different people being treated differently, unfair at best, possibly illegal. I am not asking for this to be posted publicly just tell me where to look for internally as I've spent some time looking for it and I could not find it (and I dont want to go to HR or my mgr).

Hm, do we usually have the self reflection at this time of the year?

Something fishy going

Hearing some sub-orgs in S&T (specifically Dave’s org) are now requiring their teams to be in 3-4x a week. Can anyone confirm?

So what's with macys Ap following customers into the bathroom opening up all the stall doors as the customer goes to the bathroom then talks on the walkie that everything is clear... i just witness this... is this a new protocol?

It is concerning how the company is handling remote work and RTO rules. In the same team, some people are working 100% remote while others with the same job have RTO. This is not fair or consistent. If people in the same roles are treated differently, isn't this discrimination, especially if any protected group is affected.

No problem with RTO, but the rule should be the same for everyone, including those hired remote. If not, everyone should have the same choice to work remote or RTO.

It is also unfair that remote employees get same pay while avoiding commute time and costs that RTO employees have to deal with. If this difference continues, pay should be adjusted to reflect it. Remote employees are tone-deaf in setting meetings when RTO employees are commuting.

This setup feels unfair and is causing frustration among many. The company should apply RTO fairly and equally to all employees.

Anyone ever get a DUI in a company car? What will happen, do you have to say anything? She hasn’t been convicted yet. Asking for a coworker.

Purpose: To enforce mandatory physical presence and ensure measurable, minimum value generation during all assigned work periods to maximize shareholder return.

1. Mandatory Physical Presence and Monitoring

All workstations are equipped with a Certified Occupancy Sensor and a visible Presence Timer linked to the employee's system. Departure from the seat before the Work Cycle reaches "Complete" status (Green) is strictly prohibited.

1. Value Creation and AI Productivity Metrics
   All digital activity is subject to continuous monitoring by Proprietary AI Productivity Tools (PAPT). These tools track and quantify:
   Activity Volume: The prerequisite amount of digital activity (e.g., keystrokes, application usage, meeting participation) required for the cycle.

Created Value: The prerequisite amount of measurable output (e.g., ticket closures, code commits, report finalization) deemed necessary for value generation.

1. Incomplete Work Cycle Protocol for Salaried Employees

If an employee fails to achieve both the Activity Volume and the Created Value prerequisites, the Work Cycle will be designated Incomplete (Red Status).

Salaried employees with an Incomplete Work Cycle will be required to immediately extend their workday until all prerequisite metrics are met and the timer reaches "Complete" (Green Status), regardless of scheduled end time. This constitutes uncompensated time necessary to meet core job requirements.

1. Mandatory Adherence Tier and Workstation Restraint

Any employee registering three or more Incomplete or prematurely terminated Work Cycles in a 30-day period will be automatically placed in the Mandatory Adherence Tier.

These employees must formally consent to the installation of an Electronic Workstation Restraint System (Seatbelt), which will remain locked throughout the work period.

Failure to consent to the terms of the Mandatory Adherence Tier and the installation of the restraint system will be viewed as a refusal to comply with mandatory operational policy and will result in immediate termination.

Authorized Release will only occur during assigned scheduled breaks, lunch periods, and one (1) pre-approved, ad hoc restroom break per half-day shift.

Most of my connect weeks, I rarely stay the whole day... I usually do half days and then leave when the office clears out. I work 12pm-11pm est and think it's ludicrous to be sitting on a floor with one other guy at 9pm lol.

I was just told by a friend at my office that his manager told his team you're not required to be in office if you work this shift, because half of the shift is when the office is technically closed. He said it's an actual policy but it's hush hush. Has anyone heard of anything like this? He has rarely gone into the office and has never heard anything of it. I have also never heard anything for usually leaving around 6-7pm est... knock on wood.

My manager is also very lax about the office requirement and just says to do what you can lol.

The severance policy is you are eligible for severance after 1 year of service completed. The formula is the greater of 12 weeks OR 1 week for each year of service + 4 weeks with a maximum of 26 weeks. So basically if you have between 1 and 8 years of service you get 12 weeks then add 1 week for each additional year. This is for Directors and below. VP's get 26 weeks, SVP's get 39 weeks (I believe) both after 1 year of service. But the majority of folks impacted are Directors and below I would think. This policy hasn't changed in the past decade maybe been in place longer.

Not my post though, see the original: @10vp+1jp883evs

Or is it just the worker bees? Who is monitoring management?