#remotework

Specifically asking for Engineers …

Who is likely to let go in next round of LRs?

Remote workers who can not come to office or H1B people based on new policy changes

I want to thank all the managers who made it so miserable that I found employment elsewhere. My group manager told me that I would eventually be laid off, said “if there is anything I can do for you, let me know.” I asked for a letter or recommendation, which he said he couldn’t because of company policy. Since I have left, not only have I been 10x happier with my new job, a majority of those managers who thought “I’m too important for them to let me go” were let go. I’m now full remote. There is hope outside the stagecoach.

I have been reading every post and comment that appears so far, and just super curious to know how some of you are so headstrong in the belief that the remote workers are only working 2 hours but getting paid for 8.

If you’re not a supervisor or a manager, perhaps you’re paying too much attention to other people’s work, and need to focus on your own.

If you are in a leadership position and notice an issue with an employee slacking off. Maybe actually act like a leader. I know it sounds crazy, but actually reach out and offer the support you are required to.

With the ability to track keystrokes, mouse clicks, and calls/ tasks completed. No one is doing only 2 hours of work. If they are, however doing the bare minimum, that’s a team and leadership issue, as well as an overall company issue of not providing a reason why someone needs to work harder.

So in summary, don’t get upset someone isn’t willing to create unnecessary stress on themselves to hit 100% product and quality which will I turn burn themselves out. So they decide this is a job to clock in, clock out and meet the productivity quota at the lowest end.
If the company didn’t want employees doing that they wouldn’t set that threshold to begin with.

If you’re upset because you think you’re working harder than most. I promise you, if you’re focusing on others work and pay and have the time to come on here to be mean. You’re not a hard worker. Not even close.

Some of my team lives in North Carolina, California, Florida… what happens to us? We’re really confused as it would not be feasible to move.

getting promotion next month, remote for 5 years, without us no pharmacy!

Does FIS use user tracking software to monitor our activity. I’ve noticed recently that my manager has been messaging me more frequently when it is a slow day. Really makes it hard to enjoy working here.

Article from WSJ/Linkedin https://www.wsj.com/lifestyle/workplace/return-to-office-workers-fail-3d966807
Possible things would turn around w.r.t RTO.

How much would you be willing to pay to have 10 WFH days a month? 15?

I would be willing to pay $10 a day to work at home. I'd save that much in gas and toll roads.

In regards to return to office, if TIAA truly valued their employees, they would be willing to work with them to come up with solutions for remote/flex/return to office profiles rather than sticking everyone in the same box and saying one way works for everyone. About 25 years ago Google pretty much invented the unique office model with free snacks, flex work spaces like pods with bean bag chairs, phone booths, and foosball and billiard tables and for some reason TIAA thinks this is some cool unique idea that will draw people back to the office. As usual, TIAA is about 30 years behind the rest of the world and they will continue to bleed good talent as a result

Cost of living is high and housing costs are higher. Compensation paid by TIAA is lower than average and drawing top talent is challenging. Doubling down and spending over $200M to relocate and draining down the surplus to hire 2,000 associates is high risk. Post COVID and virtual work from home, a much, much smarter strategy would be to recruit the best from all over the US instead of limiting yourself to a 30 Mile Zone. But, this what "T" wanted. Eventually AI, Accenture, India and the Phillipines are going to perform a giant su-king sound like Ross Perot and leave a hollow sound in Jerry Jones' $115M building complex.

It’s beyond frustrating to watch how remote employees — many of whom have dedicated years to this company — are being slowly frozen out. If leadership has already decided that remote workers outside a few select hubs have no future here, the right thing to do is be transparent and offer severance, not string people along with empty promises and blocked opportunities.

They’ve dismantled Tech Risk under the guise of org consolidation and pushed everything into the new Corporate Functions structure. Fine. But now, they’re openly saying they’ll only hire into this “new” org if you’re located in Minneapolis, Charlotte, or New York. Translation: if you’re not physically near a hub, your career progression stops here — and you can’t even apply for internal roles.

No options. No support. Just silence.

The message is loud and clear — and it’s incredibly disrespectful to the people who’ve been loyal through tough times, reorgs, and chaos. If you’re going to treat remote employees like they don’t exist, at least have the decency to let them go with dignity — not hang them out to dry while pretending everything’s business as usual.

I'm seeing some people's location as home based and remote. Does that mean they actually live over 50 miles away from a hub or branch and considered remote?

They show a minimum of days in office of 4 days a week. Check it out yourself in job search. I just looked at a random job posting that said remote in Minnesota

There are many remote jobs available in the market, but you have to compete with visa workers who likely hold two or three jobs. Working five days a week from the office just isn’t worth it. Good luck!

Heard that there will be a townhall for remote employees...
Dropping the hammer to relocate!

Has anyone’s manager successfully been able to transfer them from Hybrid to Remote? My manager said she’s in the process since I am the only team member in my location.

My boss says they are tracking our activity daily and sending reports to leadership. Can someone explain what exactly they are tracking? Has anyone seen these reports?

Is it against the code of conduct for an employee to input Truist proprietary information into an AI platform like ChatGPT? To my knowledge, the only AI tool currently authorized at Truist is CoPilot, and it’s being tested by a limited group of employees. A colleague of mine consistently distributes detailed meeting notes within five minutes of discussion, which strongly suggests AI assistance. Since this colleague works remotely, it’s likely they use a personal computer to access ChatGPT and then send the notes to their Truist email. I suspect this could breach the code of conduct, but I’d appreciate any insights or clarifications from others.

All DC and MN telecommuters are now required to come in. 65+ page document with a hundred names on each doc was released on people with statuses revoked.

Criteria was 30 miles to either office.

Any heads up for new employees? Seems they are pretty open to remote work across the States. It is concerning they farm out to India.
Curious to know how low into the 'talentless' pool they dip.

Remote work isn’t the problem. Mediocre leadership is - Fast Company https://share.google/6TLgG7Z01JYJi77Ze

Are they telling out of state workers that are not in michigan to either move to mi or to find other job/ Just heard that happened not sure if true

I am completely desperate from RTO so I turned on LI that i am available to switch, but i consider only remote opportunities ... it looks like something has changed last 2-3 weeks and i am getting like 4-6 offers a day in IT roles. Is it only my feeling or is it for real, that market finally realized the remote work is good for the company?

Anything?

The only thing I can think of is that now I'm fully ignoring anything work related after business hours, and I used to be available at all hours while WFH. But that certainly can't be considered an improvement for the company. Is there anything you can think of?

Considering WFH is more productive , attracts better talent, retains the last vestiges of existing talent, and considering commercial building costs makes RTO un-competitive .... does any of this make sense?

Let’s say that you are a Phase 2 employee who gets blindsided jn November and laid off. Do you get severence as well? Or just nothing, but the ability to collect unemployment.

Seems kind of unfair to not allow an early option to quit and take the severence pay because you are remote. You would hope they would not lay off any remote workers in November but from what I understand everyone in the entire company is vulnerable on November 11.

From what I’m hearing, there will be no exceptions for people who were originally hired as remote. I simply can’t commute or work in the office for a variety of reasons - location and disability among them. That’s exactly why I sought a remote role in the first place, and my situation isn’t unique. I know people like me will probably be dealt with in phase 2, but it would be good to know what we can expect. It’s tough enough for others to find a job in this economy, doubly so for people in my position.

What is the latest everyone is hearing about remote employees? Will they be part of upcoming layoffs or part of Phase 2? I’m still hearing no exceptions for any department will be made even if you were hired as fully remote ( I.e. IT, Sales, etc)

I see a lot of rumors here and elsewhere about the future of remote work. I was recently given remote status and was planning on moving out of a hub. My director and sr director were fine with it. Does anyone have any information on the future of remote work that contradicts what I’ve heard from my leadership?

Has anyone heard anymore about if telecommuters will be going in for MN and DC?

After the choice that you've made to stay remote, are you happy with it ? considering the fact that remote people won't have the same " chance " to apply to other roles ? or you have been fired for that choice ?

Anyone know if we are able to use Starlink Internet for WFH? I am rural and my current Internet is terrible with minimal other options.

Did anybody hear anything about them removing HR from Clifton? The only HR options will be by remote?

q2 2026.

fb was the one who wanted it. heard it’s costing us a fortune and that most of us will be asked to be BH-based. potential attendance/remote exceptions for those on LI, etc.

Well, the RTO purge has pretty much run its course. Anyone who couldn’t relocate, wouldn’t commute, or flat out refused to play the badge swipe game is already gone or has one foot out the door. That was the whole point, force attrition without paying severance. Mission accomplished.

So what now? The RTO hammer can’t keep falling because there aren’t many left to force out. The novelty is wearing off, and the execs can’t keep blaming remote work forever. Sooner or later, the whole RTO obsession will fade into the background, and we’ll be right back to the good old AT&T tradition: cyclical layoffs every 6 months.

That’s the real playbook. Not collaboration. Not culture. Just headcount reduction on a timer. Watch, the headlines will quietly shift from “RTO enforcement” to “restructuring” and “realignment.” Different buzzwords, same outcome.

RTO was never about making the company stronger. It was a temporary stick to thin the herd. And now that the herd is thinned, the machine goes back to business as usual: cut, shuffle, repeat.

The power sways in the direction of management again. Is this new mandate being broadly implemented across the bank or are only some divisions being held to the four day a week in office standard?

Conveyed employees are all over the country, waiting to find out if they have a future at HCSC, while HR is completely silent. No updates on whether remote employees will ever be eligible for promotions or internal transfer opportunities. No effort being made to engage conveyed remote team members. Not even an inkling that the people in the wrong roles or compensation grades are being looked at or corrected.

Is it always like this at hcsc? Does hr keep everything close to the chest until policies are rolled out? It seems that even leadership is in the dark.

What are the justifications for entire orgs like Torretta to be set to NVW? Wtf? Someone’s gotta bring this injustice to light man! This ain’t fair! We all know none of us actually need to be in an office, why did they get an exception?

A couple of weeks ago I was asked if I charge mileage and per diem as a remote employee when I come into the office. (I do not.) Then more recently I was asked the distance from my home to the nearest remote location. I asked if there was any plan to have us come into the office, and was told that right now, there is no plan. Has anyone else had this experience? Is this a tactic to get people to quit instead of commute?