#remotework

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?

engineers safe, only overheads being axed.
what about remote?

Even the plumbing gods hate RTO. El Segundo office closed today due to no running water. Hopefully the rain expected this weekend will make for a nice long, slow repair process. Doubt it but it would be nice. Great to be to work without distractions and a pointless commute even if it’s only for a day or two.

Total team size: 25 (80% remote)
# of Directors: 4 (100% remote)
# of Leads: 16 (75% remote)
Other: 5

Out of the 21 analysts, 16 are Leads (76%)

Can we please promote the other 5 of us to Lead and make us Remote too?

Pre covid office was 5 days, so I don’t think it’s new rule. As well it’s too hard to communicate with remote people, sometimes responses are super slow and confusing.

Just saw Truist is calling back all employees to 5 days a week. It’s getting harder and harder to find flexible work options https://www.bankingdive.com/news/truist-rto-employees-in-office-5-days-banking/805291/

When is CSO going to 5 days a week? CSO is Atl still on 3 days a week.

Let’s start this thread for further discussions, cheers

Medtronic took outside investment for structural heart R&D, and now structural heart is of hundreds of millions of dollars in the hole, with every product delayed, mired in incompetent leadership From Nina down to directors. Nina, who works remote, brought in a VP, Sunny Kankanala, who works remote, filled with engineers that all have "collaboration days". This seems a poor way to innovate.

WFH works for me so much better, but, hey - what to do.

If you’re still classified as a virtual worker, you’re in the crosshairs. Notices are starting to go out that NVWs will be required to “follow the work” and RTO full-time in Dallas, Atlanta, or New Jersey depending on org. My source says the plan is to eliminate all remaining virtual roles before year-end with any remaining to move and RTO by June 2026 or terminate.

Don’t assume you’re safe, they’ve already pushed out some of the best and most experienced people here. Titles and “essential” status won’t save anyone. This is your warning since the company won’t give you one.

CVS Health to lay off 70 remote employees living in Ohio

https://www.msn.com/en-us/money/companies/cvs-health-to-lay-off-70-remote-employees-living-in-ohio/ar-AA1PL2D7?ocid=BingNewsSerp

Got an email about this being installed on computers. We are WFH. Any idea what it actually does? The email was obviously low key but reading between lines seems like it will make sure you're actually doing stuff on your PC? I have no idea really. Sometimes we have downtime at my role, does this mean if I'm not doing something productive like idk reading notes or work files, I'll get in trouble if I step away from PC for a bit?

L3Harris is laying off elderly and remote employees, giving them cash payment to not pursue a law suit.

I was just told today I'm being let go effective immediately. I've been working in Rochester (SAS) for 4-years. No performance issues, but classified as a remote employee. Is this a one-off, or are there others being targeted?

anyone have any intel on Phase 2 / timing? Will all remote workers be required to relocate close to an office ? Wondering if any management has been asked to prove the necessity of some of their remote people. Do we think exceptions will be made for those who were originally hired as remote employees ?

The remote workers not performing should be the first to go! WFH doesn't equal watching Jude Judy and going to the mall or getting your hair done etc. Those acting like that did put themselves on this list while those that preferred to be in the office and PERFORM should prevail as well as the WFH employees that actually do their jobs! The lazy as--s are ruining it for the legit WFH employees. Just watch! The WFH 3 days a week hurt us bad! Complacency is through the roof! We also have too many damn AD's. Everywhere I turn there's an AD making $150-$180K. It's stupid! Get Russo out!

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?

I heard a rumor from a reliable source that we are ending 5-Day RTO by the end of 2025. We will have 2 office days and 3 virtual/remote days. It will not publicly announced thru some announcements but it will slowly shared among the organizations from VP/AVP levels. Expect some changes near the end of 2025.

Starting a new role with the company for a senior position, I’m expected to be in office since I am near one of the pulse points.. what’s some advice you would give for someone starting off with the company and things you feel like your manager won’t tell you?

Does my screen need to be awake all day when wfh?

Confirmed conversation of AD asking remote employees if given the choice, would they relocate or voluntarily leave the business. Sounds like a list is being compiled.

Doesn’t matter if your numbers are solid if you’re not in a hub, you’re a line item that’s easier to justify cutting. The company wants “collaboration” and “presence,” which really means they’re shrinking the map and forcing people back into buildings they can measure.

Hybrid might be safe for now if you’re tied to a hub, but full-WFH employees and anyone sitting outside the big three cities should be watching closely. Seen it before starts as “realignment,” ends as a “streamlined org.”

Associates being able to collaborate across time zones and optimize their productivity with flexible hours is especially relevant for global organizations.

Work-from-home can indeed reduce commute time, improve work-life balance, and potentially increase efficiency—provided the right communication and collaboration tools are in place.

Home office positions including technology. Hybrid associates especially. Full remote seems safe for now. This smells of a soft layoff, where they do not have to pay severance.

Just curious if there was potential growth/promotion for remote employees? Or do they only give opportunities to those who are near a hub..

Doing more with less was the theme. Even though there has been revenue and profit growth every quarter they expect more restructuring for layoffs in the US. Budgets will still be tight. They will be focusing on hiring more in call center work in Mexico. US panel jobs will start to be consolidated. Self install pilot has
been approved to move forward. Call center team had concerns about capped bonus and quality. Overall expect more call center and remote work and less in field work into 2026.

When they asked remote employees to move back were you offered moving assistance and what did that look like? Survived yesterday but still anxious about a RTO mandate

If we're laid off as fully remote, what if the WARN Act isn't added into our severance? Is there anything that can be done? I've heard about the class action lawsuit last year from a remote worker laid off last year who was working in CA but managers/work location were in NY and they didn't get WARN Act pay applied to them because they were remote. I think I'll only be getting 4 weeks severance if that's the case.

Are remote workers who don't live near LA/NY office just sc--wed because of some loophole for being remote?

Laid off this morning.

4 of us were left remote (no hubs near us) - the 2 oldest were laid off this morning and the 2 younger ones kept...but yeah, nothing to do with age (sarcasm).

https://nypost.com/2025/10/27/us-news/national-grid-must-pay-2-workers-a-total-of-3-1m-for-denying-them-remote-work-after-pandemic/

Does anyone know what percentage of employees are working remotely? Wondering if remote workers could be the first to get impacted.

After years of frustration, lost talent, and wasted time, leadership finally made the right move. We’re going back to a results-driven model that values performance over presence. No more pointless commutes, no more fighting for seats, no more pretending collaboration happens just because people share a building.

This is what real leadership looks like. Listening, adapting, and trusting the workforce that actually makes this company run. Thousands of us have proven that remote and hybrid work deliver results, save money, and boost morale. The future of work is flexibility, and it’s about time we caught up.

Huge relief and long overdue. Hoping others receive similar notice soon.

my manager told me he expects remote workers outside LA NY to be hit very hard this week as they plan to phase them out anyway .. if their job was needed - would rehire
this is me - he told me he doesn't have the list - who knows about that ..
anyone hear anything about this specifically -
they would have had to look specifically at where you lived and where your team was ..

I've been lurking for years and I have noticed there are two types of RTO posters. Those who don't want to give up their cushy remote job and those who are required to RTO and are extremely resentful that others are remote or have lax managers who allow their reports to coffee-swipe or ignor the requirement altogether.  

Although I HATE losing my one flex day, if leadership finally standerizes RTO for EVERYONE to follow I will stand up and clap. 

Thoughts:

1. Truist should publish the mileage-to-hub guidelines for transparency. If its 35 miles, then it should be across the board. Is the 35 miles as the crow flies? Or mapquest?  It should NOT be manager discretion.  Also, they should state whether moving outside the mileage limit would result in a remote opportunity? 

2. Truist should publish the definition of 'critical' verses 'non-critical' for transparency and post it on job profiles. This way 'critical' teammates can apply for open 'non-critical' remote positions. These teammates should get first consideration for those open positions since many have mentioned they would take a pay-cut to remain remote. 

3. Truist allows teamates to purchase up to 12 vacation days. Maybe they can offer four ten hour days as an option to eligible teammates? 

Commuting su-ks, I'm sure we can all agree on that, but the guidelines should be applied equeally and with 100% transparency. 

And no, i'm not Bill. Just a low-level teammate who is in the same boat as everyone else.

as a remote employee i’m surprised they haven’t asked all remote employees (yet) to return to office or resign as a first wave. that way they’d save $ with paying out severance. i know they have asked specific roles to do so but not yet company wide. i’ve been waiting for the other ball to drop since hybrid RTO

Is it an email, phone call, something else? I'm guessing since we're working from home, it's not a meeting, unless they call you in, which seems a bit too cruel even for this place. I'm sorry if this is common knowledge, but I'm new here and new to layoffs in general.

I work from NYC and was hired as full time remote. I don't think I will be able to move to Minneapolis. Hoping that there is no RTO mandate for people like me.

Do they have medical exceptions to work remotely ?
How often is the exception reviewed?

Not fair for people who goes to office.