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Can someone please explain two (2) things…
(1) What requirement(s) must be met to work remotely?
(2) Why the heck hasn’t it been published on “The Source”?
Is Truist hiding something by NOT publicizing OR being transparent about the requirement(s)? It’s a really simple question! It baffles me that HR & Truist Execs have deliberately chosen to complicate and/or avoid the answer. Why isn’t this basic question included in the FAQs?!?!
It shows her location as WA field instead of WHQ.
Nordstrom Credit Bank is located in Colorado but has remote employees in Arizona who will be laid off as part of the transition.
The Colorado location was not closing but would retain only a few employees after the transition, Laura Duve, of Nordstrom’s human resources team, wrote in a letter to the Arizona Department of Economic Security.
Can you belive this? Before long there will be no companies offering remote work, unbelievable!
ML made an external and internal song and dance about stopping doing short term activity at the expense of our long term longevity
From my experience absolutely nothing has changed though
The business has been so starved of investment over a long period of time that the only way for leadership to make a quarterly number and not get fired is by doing these short term activities which just compound the problems but let's them survive another quarter
That obviously flows down
So far apart from sapience and 10 days remote flexibility -- which in this day and age is still well below minimum expectations anywhere else - everything ML said was just empty words with no follow through. Emailing everyone telling them to work harder even though the issue is clearly under resourcing and under investment made that very clear
An email came out today stating that all Tampa employees will now require to go to the office 3 days per week (instead of 2 days) starting on January 20, 2026. I guess they want more people to leave on their own.
No exceptions at all? I’m trying to figure out what’s rumor and what’s actually happening, but everything I’m hearing sounds pretty bleak.
Please share resources for any remote jobs here.
I hate it but not because I hate being in the office but because of my commute, gas money and spending money on tolls that I can't avoid. I actually don't mind being in office for a few hours but I do know there is no "collaboration" going on lol. People go in, get their coffee then work for a bit and peace tf out.
My team is global and most are remote. Of my team, only 5 of us live in Texas and only one of my coworkers lives in Austin/RR. The rest are remote because they aren't in Austin/RR and there is no office to go to. The other two people on my team who go into office are in New Jersey and Virginia. I guarentee they aren't "collaborating" with each other lol. They are but it's via TEAMS.
I guess I'm failing to see or understand the logic behind the FIVE day in office RTO when Dell has always been a hybrid 3 days in, 2 at home company? It just doesn't make sense to me. They want us in daily but yet, claim to be flexible to our schedule and don't care how long we stay in office. Which means for many of us, it's a coffee badging experience lmfao.
I Do understand that dell wants the company to be more office centric rather than remote which, ok I kinda get that but, what about those who are full remote with no office to go into? THey are not eligible for promotion and in all honesty, the way Dell is heading, full remote employees I feel like are gonna be on the axing block sooner than later.
I mean, there isn't ANYBODY who is going to pick up their entire family, rip their kids away from their friends and school, simply to go to fkn RR to keep a job - all on their own dime... If Dell paid for reloaction then I think a solid 50% of remote employees would move, though.
Let's vent in this thread. That's it, that is the message.
Currently, quite a few fully remote workers are still with the company. Once they got rid of promotions/job growth for remote employees, it seemed like layoffs are imminent. What are the chances that remote employees are let go once RTO 2.0 starts in Feb?
If you only received a 30 daybWARN notice, CHALLENGE IT. They are trying to sc--w those of us that work remote. Your job profile probably says walnut or Irvine. Contact the Ask HR and be sure to challenge their policy (which is not the law). Here is what I sent... (the more of us that challenge their bad business practice the better for all of us)
Dear HR Department / [Specific HR Contact Name if known],
I am writing to formally acknowledge receipt of the layoff notification dated November 20, 2025, with an effective date of December 20, 2025.
Given the significant number of employees affected by the recent workforce reduction, both within California and company-wide, I have questions regarding the notice period provided under applicable state and federal laws, specifically the California WARN Act and the federal WARN Act.
The notice I received provides 30 days' advance notice. However, both the federal WARN Act and the California WARN Act generally require employers to provide at least 60 days' advance written notice for mass layoffs.
I kindly request the following information:
Clarification of the Notice Period: Please confirm if the 30-day notice period is being provided in accordance with a specific exception to the 60-day notice requirement (such as the "unforeseeable business circumstances" or "faltering company" exceptions), and if so, provide documentation supporting the applicability of that exception.
Documentation of Compliance: Please provide documentation verifying that notice has been given to the appropriate state agency (California Employment Development Department (EDD)) and local government officials as required by the WARN Act regulations. Employers can email their notices to the EDD at eddwarnnotice@edd.ca.gov.
I appreciate your prompt attention to this matter and look forward to receiving the requested information.
Sincerely,
[Your Full Name]
[Your Phone Number]
[Your Employee ID Number]
There are plans for laying off the remote employees w/o poss relocation to HQ in December. They think it will be too messy to offer remote workers option to move.
These may get pushed back to Jan/Feb.
The board has been coming into the office several days a week even during the pandemic. This is not about productivity, it’s about satisfying an unfounded perception from the board that also meets the cut numbers they want for profitability.
did any remote workers get a notice about paying local taxes? If so can somone please explain what is going on please?
After signing the Severance Package (or even now) ... can we still apply for Unemployment benefits? If so when?
Another question, my State's unemployment site and other sites say you have to apply where you reside. They assume your employer is in the same state. It is complicated to apply for Unemployment as a remote worker if Vz office is in a different state?
There’s seems to be a lot of resentment here from some people with phrases like “adults go to work” and “covid is over” and “it’s your own fault that you moved to another state” and common sentiment is - get back to the office or get out. A lot of people seem to be unaware that remote work existed way before Covid. There are some companies who hired remote-only (look up Hashicorp). Remote work existed in Viacom too.
Most of what I’m hearing here is towards people who were in the office and then became remote due to COVID. Ok I get that. What beef do you have with me, someone who was hired remotely years before COVID, never lived anywhere near NY or LA, and commonly known as a local workaholic often working way over 8 hours a days, often working weekends etc? Where do I have to “return” to? I’m where I’ve always been. And I’m not going anywhere.
I continue to hear that all remote, even those with a medical accommodation will be laid off. No longer giving the ultimatum of, either go in, or accept your 60 day notice. I only know one medical accommodation this happened to recently, but I have to hope, that they are pointing to something performance?? Can they do that? Are they offering a chance of RTO first? Or just cleaning house on all remote?
How are you all maintaining 8 hrs in office ?
Staying 6 to 7 hrs is easily manageable to stay in office.
With early meetings, and again need to login at night to coordinate with offshore, maintaining 8 hrs is stretch.
Is it that mandatory to maintain 8 hrs or 6 to 7 hrs is acceptable?
So my dept was job completed/lay off while I was on vacation. I RTO to my office which I’m by myself and remote from everyone else. My boss and 2 other remote coworkers who I only conversed with over email were let go. I never got notified and nothing in company mail. I came back from work and worked like normal and learned over the next several days what happened. I didn’t reach out. All my logins work, I get automatic generated tickets to review then send off. Everything is still working and I can continue and have been continued to do my duties. I’ve done this already for the past several weeks and even got paid.
Should I reach out my 3rd line or just lay low and keep working? In webphone I am also NOW listed under my 3rd line when before I was under my manager and my coworkers.
Been hearing a lot of chatter of another wave of layoffs coming within the next few months. Figure the 5 days back in office is them hope people will voluntarily leave. Been hearing a lot of scrutiny towards remote workers that are outside the rto office mileage.
Hard to focus on the job on hand, and not looking for employment elsewhere. So much red tape you kinda feel like you are handcuffed and just waiting for the hammer.
Anyone else hear anything about another wave?
I know VH has one foot out the door, but it was definitely disappointing to hear the shift from earlier conversations where he said they were amplifying our concerns about RTO (and even had an internal task force working on possible solutions/compromises) to a resigned attitude of defeat as in “ it is what it is, the company is changing.”
And before all the naysayers jump in to complain that people don’t want to work, please respectfully keep that opinion to yourself. The company has built a great culture on remote work and been very successful. I have zero problem working, I just don’t see the need to do it in a specific location.
With all the changes the new leadership over P & C claims are implementing across all of p&c they will never get these claim jobs moved into the hubs. Not Injury, not TL, not fire, not Sub, not Property. There is to much for new hires to learn and retain, they will not stay. What we have in the hubs now cannot do the work. We will work from home forever or until they make us miserable enough to quit.
Just wondering if there is any consistency across the organization. Is your manager in the office?
encourage people to push back on the RTO. I took some time this week and wrote letters to the board and upper management. I stated why I think RTO is not the right move and provided evidence proving that remote work is better for the company and employee in the long run.
They might not care about one letter but I think we all should be giving this feedback. Be factual but also explain how it is affecting your life negatively.
Emails are easy to ignore but tons of letters arriving to corporate will get noticed.
Ron is interim so maybe if we all show our displeasure we can get some changes made.
We have to go beyond complaining to other another and our immediate supervisor.
If anyone is interested I would be happy to share the studies I submitted.
I could be delusional but what could we lose?
Our manager is making us come in, seems ruthless. I’d like to have the option of sobbing in the privacy of my own home. For the love of god, what is the obsession with being in the office. Give us our dignity during such a high stress time.
I am hearing of remote directors being told to begin reporting to hubs. I checked my own director in the directory and they are now reclassified as working out of a hub. Anyone else noticing a change in remote to hub status?
My manager just advised our team to WFH the rest of the week (but we’re not required to if we want to go into the office). Our team is scattered across NJ and TX locations. Good luck everyone.
My original assumption is that fully remote workers are going to get laid off soon since this guy is adamant about enforcing full RTO. But who knows these days..
Multiple teams n same building told 2 work from home while otha teams n building aren’t being told that.
What does that mean?
Anyone being told to stay home and not report to the office ?
Currently working Hybrid and been told that Thursday is remote day while Tuesday and Wednesday are office days.
Def not a coincidence even if they want to frame it as early thanksgiving break.
Were any other locations told to WFH this week?
Has anyone heard about customer care?
“You don’t have to come in, you can work remote through thanksgiving”
What about the 5 dollar burger special on Thursday??
https://healthpoint.com/technology/why-is-unitedhealthcare-cutting-remote-monitoring-coverage/
Any chances that those who are in an office are safer than remote workers?
Seems like there is an RTO push, so maybe remote will get hit harder?
Are leaders gonna encourage their teams to work from home Thursday…just to enable the people who are impacted to save face? Not have to get “that” call right in the middle of all their co-workers?