#remotework

Read here that a tiny group might get to stay remote, at their manager's discretion. Any real criteria behind it, or just who you know?

I've posted about this a few times and get downvoted/laughed at but I'm telling you, full remotes are being targeted now. It was only a matter of time... Dell has made it blatantly clear that they want ALL employees local to an office - as in ALL employees go INTO an office - and that remotes are not eligible for promotions or internal movement. Which puts remotes in a literal dead end job. I 100% guarentee they will cap remotes raises to 2% and 50% bonus's sooner than later, as well.

I had my 1x1 w/ my boss/sr director the other day and I asked what the IBP was. He didn't know for sure but, mentioned he laid off a few people (3) under him and saw the bonus payout for them - which was 100% - but, stated that they were all remotes and that was the primary driving factor for laying them off.

According to what he told me, those 3 were good at their job but was told by higher ups and/or HR to remove 3 remotes that reported to him. I didn't know any of them as they weren't on my team but, long story short.. .they were laid off for being remote.

We have a great relationship with each other so I asked out of curiosity if remotes are being targeted more for layoffs. He didn't say yes or no but in a round about way basically said that yes they are, and has heard from execs that the "plan" is to reduce raises and bonus's for them next year. Basically an attempt to force resignation. Exceptions will likely be made for those who are incredibly vital to an org but otherwise, the plan is to slowly get rid of remotes.

If you are full remote but live near enough to an office, I'd recommend switching your sh-t to in office versus remote... Make the drive or relocate if you value your job because remotes are the ones who will be first to go on teams when layoffs happen.

Use this guide to help you manage team members who are not meeting the expectations of the office work goal and who are in a hub location. Holding your team members accountable to this goal is one of the expectations of your People Leader Goal. You should seek further guidance from HR Advisory Services (HRAS) if coaching the employee as described in this guide doesn’t result in improvement.

Note: This People Leader resource provides guidance regarding ongoing performance management relating to the office work goal. For information relating to the office work goal in relation to the year-end performance review process, please refer to our Measuring performance: People Leader resource.

Details

As a leader, we trust you to lead your teams with empathy while ensuring you set clear and consistent expectations. Be mindful that the office work goal may be challenging for some. Listen and provide the guidance needed for your team to achieve their office work goal.

U.S.: As a reminder, medical accommodations or flexible work arrangements may be applicable depending on the reason someone is not fulfilling the office work goal.

Europe: For leaders with team members in Europe, approved flexible/remote work arrangements and exceptions may also be applicable depending on the reason someone is not fulfilling the office work goal.

You have access to a dashboard to see how frequently your team members come into the office. This data should be considered, among other factors, when assessing team members’ performance with respect to the office work goal, such as observations of a team member’s work location (in person or via Teams video), vacation, illness, work travel, etc. For more information regarding the dashboard and its metrics, see the people leader resource.

Considerations

When using the dashboard to assess your team member’s in-office work, you are expected to assess the full picture of their performance, collaboration, and in-office presence, including but not limited to the following considerations:

Timing. When was the office work goal in effect for your team member? Because hub transitions are taking place on a rolling basis, team members should only be held accountable to the goal once they have an assigned work location and are directed to work onsite three or more days per week.

Absences. Was your team member on vacation, sick and safe leave (SSL), or an approved leave of absence (continuous or intermittent) during the relevant time period? Don’t count approved absences against your team member.
Note: team members on an approved leave of absence are excluded from the dashboard while on leave.

Work travel. Did your team member travel for business during the relevant time period? Don’t count work travel against your team member, even if they weren’t working from a U.S. Bank location.

Flexible work arrangement (FWA)/reasonable accommodation (U.S.). Did your team member have an approved flexible work arrangement or reasonable accommodation that allows them to work from the office less frequently or not at all during the relevant time? If your team member’s in-office work (or lack thereof) is consistent with an approved FWA or reasonable accommodation, they are meeting their office work goal.
Note: Team members on an approved FWA or remote work reasonable accommodation and their badge swipe data are excluded from the dashboard while the FWA or reasonable accommodation is in effect.

Approved flexible/remote work arrangement or exception (Europe). Did your team member have a flexible/remote work arrangement or exception request approved that allows them to work from the office less frequently or not at all during the relevant period? If your team member’s in-office work (or lack thereof) is in line with such approved requests, they are meeting their office work goal.

Short-term need. Has your team member requested a short-term need to work remotely? You can approve short-term exceptions (up to two weeks) to the office work goal without additional documentation or approval (for example, a mild illness that does not prevent them from working remotely, temporary transportation challenge, other personal issues, etc.).

Other. Was the team member using a temporary badge or are there other reasons the data in the dashboard may not be accurate?

I am fully remote because the closet pulse point is over 2 hours away.
If I wanted to relocate to another state, but remain more than an hour (or more) from a pulse point, would that be permitted ?

Great and about time for those that already are forced to go into the office but what about us already remote? Where is our Reward? Let me guess we keep our paychecks

Is changing that even legal?

From what I see, people are more productive, more responsive, and putting in more hours. Why would any company want to give that up?

How many of you are planning to no show next week and continue working from home? The more of us that do it, the harder it will be for them to punish us. Who’s in??

Is next week just for people going from 3 to 4 days? Or is it affecting people who were remote and not remote anymore

Also what happens if we don't do the 4 days

Does Fannie Mae allow wfh if you live around NOVA region?

Heard a rumor that remote managers need to move to a hub. Any truth to that?

I honestly don’t recognise the FIS that is referenced on this site.
Sure there are layoffs which su-ks, but I work from home on interesting stuff, get paid pretty well and have a work life balance that I choose. I could get let go at any time but that’s life, it’s not like only FIS has RIFs.
There are some long rambling posts on here that seem more like a writing exercise than a true reflection of how things are.
It’s a job, not a marriage.

Does WF make special accommodation for this? Just curious! Not a Muslim.

It's recently come to my attention that any remote employees that live close to an office they are able to travel to will be told to go back to office again. There are teams that are remote only that will be told the same thing that do not live anywhere close to an office and will have to either move, or will be let go.

Yes, I know it's been a year and change but it's pointless for some of us. I get the RTO for certain teams I suppose but for those who are on teams/orgs that are literally GLOBAL it makes zero sense.

I drive an hour to work daily only to "collaborate" IN PERSON, with ONE person whom lives 15 mins from the office. What do we collaborate on, you ask? Absolutely fkn nothing! Unless you count gossip, and bi--hing about Dell as collaborating, anyways...

Oh but then, we have to join VIRTUAL meetings because 99% of the team is... remote or in fkn Europe, or other parts of the USA!

I just love driving 320 miles/week and tolls to go sit next to a coworker for 10 hours/week, though. If I know he's not going in or is on PTO, I don't go in. At the very minimum I make the drive and coffee badge because f that bs. I get every bit as much work done at home while playing video games all day than I do sitting in the office watching netflix on my phone.

I noticed at the parking garage in Irving today the company has added “Lot Full” signs to a garage that is almost always empty. I took this as a harbinger of 5 DOW RTO.

Hello, can someone in this group help me answer to this question please my life depends on it. I am hired as completely remote employee now with these new polices will I be removed from job if I choose not to go into office ?? My manger collected nearest Hub from my home which is 300 miles away and I have to turn my life around to make that happen meaning leave my freinds and neighbors everything that I built socially

Curious as to how these low merit numbers are derived and compare to others? Share your rating, merit, and work model here.

Rating meaningful
Merit 2.4%
Work model remote

More information coming out about the devaluing of WFH by corporate America. Su-ks, we all know how much more productive we all are, why don't the corporations see it? This makes no sense other than... corporate always wins!!!! RTO or GO, have a great weekend everybody!

Anyone know of other large banks or financial institutions hiring remote? Asking for a friend...

Looks like some are remote. Interesting.

It's so disheartening to see what a pathetic state we are in, where are we going, what exactly do we want to do?
There are no leaders , there are no lead by example, everyone doing bare minimum thinking they are giving their best, no enthusiasm, no excitement, going to campus is so sad, staying at home is 9 hours of continuous meeting, no output, no value adds.. such a sad state of affair...
Arrrrrgggghhhhh!!!

The compensation reviews this week are just another reminder that we are seen as nothing more than an expendable mouth to feed. Meets all expectations? We don’t care. Exceeds all expectations? Thanks for your free overtime. Remote work saved PNC during the pandemic. Online banking rolled out to over 11 million customers. Acquiring BBVA and FirstBank. Record revenue and growth. A record high stock price this year. What do we get out of it? RTO5 and an increase that most likely wouldn’t even cover parking fees for 60 days. Really 1.25%…. 1.5%. I haven’t heard anyone get over 2%. I guess this is what brilliantly boring means for employees. Just a friendly reminder Bill aka prince of darkness was compensated over $20M in 2024 (https://www.salary.com/research/executive-compensation/william-s-demchak-executive-member-of-pnc-financial-svcs-group-inc)

yepp it’s true. had a meeting about it today that ruined my whole day. they hired these people as remote workers and are now firing them for being remote. how cruel. and they say it’s to promote “collaboration” but nobody in office collaborates on anything. and our team is split up between 5 offices so everything is done virtual anyways. it feels like BS just to fill up offices and keep their precious precious real estate value. what else would be the point of laying off fully trained employees just to replace them with in office workers? and we already can’t handle our workloads, the last thing we need right now is to lose a bunch of people. this is gonna hit the rest of us hard.

I just was offered a telecommuter position in Minnesota. I was wondering if anyone know if there are plans to expand the RTO radius?

It's officially happening, they are firing remote claims and disputes people, anybody who's not close to a hub location. Confirmed with emil from EFDC.
What su-ks is that they hired remote people to help during covid, and it's now they're just letting all those good people go.
Oh, but the plus side?! Their rolls are going to be open for hiring at a hub of course. Insert eyeroll.

I am a grade 14 remote employee and have been working my tail off to move to a 15 in my same role. Can any leaders share if this is even possible now?

Are the consulting roles at PwC’s Atlanta office hybrid, fully remote, or strictly in-office? If hybrid, how many days in office is required?

https://www.yahoo.com/finance/news/boomer-gen-x-bosses-retire-133952598.html

Skip to main content

Yahoo Finance
Yahoo Finance
Sign in
Search query
Search for news or tickers
Fortune
As boomer and Gen X bosses retire, working from home will make a major comeback, new research predicts—and it’s all thanks to work-life balance loving Gen Z bosses
Orianna Rosa Royle
Tue, February 17, 2026 at 7:39 AM CST 4 min read

I'm 67, $1.5M: How Much Can I Reduce RMDs By Converting $120k To Roth? (Ask An Advisor)
Finance Advisors
•
Ad
Miss the pandemic era of working from home? Give it a decade or two, and it’s set to be the norm again. That’s because, although baby boomer and Gen X bosses may be winning the return-to-office war right now, new data suggests it’s a short-lived victory.

In fact, the National Bureau of Economic Research found that millennial and Gen Z bosses are far more likely to let staff work remotely than their older counterparts—and that it’s only a matter of time before they take over and bring their affinity for flexibility with them.

Skip to main content

Yahoo Finance
Yahoo Finance
Sign in
Search query
Search for news or tickers
Fortune
As boomer and Gen X bosses retire, working from home will make a major comeback, new research predicts—and it’s all thanks to work-life balance loving Gen Z bosses
Orianna Rosa Royle
Tue, February 17, 2026 at 7:39 AM CST 4 min read

I'm 67, $1.5M: How Much Can I Reduce RMDs By Converting $120k To Roth? (Ask An Advisor)
Finance Advisors
•
Ad
Miss the pandemic era of working from home? Give it a decade or two, and it’s set to be the norm again. That’s because, although baby boomer and Gen X bosses may be winning the return-to-office war right now, new data suggests it’s a short-lived victory.

In fact, the National Bureau of Economic Research found that millennial and Gen Z bosses are far more likely to let staff work remotely than their older counterparts—and that it’s only a matter of time before they take over and bring their affinity for flexibility with them.

More from Yahoo Scout

How does remote work connect to AI adoption?

How will younger CEOs change remote work policies?

What advantages do remote-first companies have over traditional offices?

What drives generational differences in workplace flexibility approaches?

The researchers tracked monthly surveys of 8,000 U.S. workers aged 20 to 64 across 2025 and concluded that when it comes to flexible working, two things are consistently true: employees at younger firms, and under younger CEOs, spend significantly more time working from home.

“First, employees work from home more often at younger firms—almost twice as often at firms founded after 2015 as compared to those founded before 1990,” the researchers wrote. “Second, employees work from home more often at firms with younger CEOs.”

In fact, you can see in their data that as CEOs get younger, the number of days they demand staff work from an office decreases, with those working under a twenty-something-year-old chief working from home the most.

It’s why the researchers concluded that work from home is poised to make a comeback, despite the likes of Amazon and JPMorgan currently mandating a full-time office return. As older leaders retire, the days of b-ms on seats five days a week are likely to fade with them.

In other words, your future commute may depend less on what HR says and more on the birth year of the person in the corner office.

And for workers who don’t want to wait, the study offers a simple hack: target younger firms with younger bosses if you want to maximize your chances of keeping your home office setup.

Gen Z bosses aren’t just flexible-first, they’re also digital-first
It’s not just that young bosses came of age during the pandemic’s remote work bo-m and see office cubicles as an outdated relic. Many of them built their businesses on Slack, Zoom, and AI tools, so flexibility and technology are baked into how their firms run—not bolted on as a perk.

The researchers found a clear correlation between younger CEOs and companies that are both flexible-first and digital-first, with leaders who embrace remote work also more likely to adopt new technologies and software-driven approaches to running their teams.

And that echoes what future-thinking CEOs have already been warning: Leaders who cling to the old ways of working aren’t serious about embracing AI.
“Forget about where people are working. Most companies will go by the wayside if they don’t embrace AI,” Mark Dixon, CEO and founder of International Workplace Group (IWG), exclusively told Fortune. “If you look at winners and losers, the winners are the ones that embrace the technology.”

“Embracing the whole of the technology, which is flexible work, flexible location, high levels of technology, using technology to get more out of your people. Those will be the winning companies, because they focus on the people,” Dixon warns.

Skip to main content

Yahoo Finance
Yahoo Finance
Sign in
Search query
Search for news or tickers
Fortune
As boomer and Gen X bosses retire, working from home will make a major comeback, new research predicts—and it’s all thanks to work-life balance loving Gen Z bosses
Orianna Rosa Royle
Tue, February 17, 2026 at 7:39 AM CST 4 min read

I'm 67, $1.5M: How Much Can I Reduce RMDs By Converting $120k To Roth? (Ask An Advisor)
Finance Advisors
•
Ad
Miss the pandemic era of working from home? Give it a decade or two, and it’s set to be the norm again. That’s because, although baby boomer and Gen X bosses may be winning the return-to-office war right now, new data suggests it’s a short-lived victory.

In fact, the National Bureau of Economic Research found that millennial and Gen Z bosses are far more likely to let staff work remotely than their older counterparts—and that it’s only a matter of time before they take over and bring their affinity for flexibility with them.

More from Yahoo Scout

How does remote work connect to AI adoption?

How will younger CEOs change remote work policies?

What advantages do remote-first companies have over traditional offices?

What drives generational differences in workplace flexibility approaches?

The researchers tracked monthly surveys of 8,000 U.S. workers aged 20 to 64 across 2025 and concluded that when it comes to flexible working, two things are consistently true: employees at younger firms, and under younger CEOs, spend significantly more time working from home.

“First, employees work from home more often at younger firms—almost twice as often at firms founded after 2015 as compared to those founded before 1990,” the researchers wrote. “Second, employees work from home more often at firms with younger CEOs.”

In fact, you can see in their data that as CEOs get younger, the number of days they demand staff work from an office decreases, with those working under a twenty-something-year-old chief working from home the most.

It’s why the researchers concluded that work from home is poised to make a comeback, despite the likes of Amazon and JPMorgan currently mandating a full-time office return. As older leaders retire, the days of b-ms on seats five days a week are likely to fade with them.

In other words, your future commute may depend less on what HR says and more on the birth year of the person in the corner office.

And for workers who don’t want to wait, the study offers a simple hack: target younger firms with younger bosses if you want to maximize your chances of keeping your home office setup.

Gen Z bosses aren’t just flexible-first, they’re also digital-first
It’s not just that young bosses came of age during the pandemic’s remote work bo-m and see office cubicles as an outdated relic. Many of them built their businesses on Slack, Zoom, and AI tools, so flexibility and technology are baked into how their firms run—not bolted on as a perk.

The researchers found a clear correlation between younger CEOs and companies that are both flexible-first and digital-first, with leaders who embrace remote work also more likely to adopt new technologies and software-driven approaches to running their teams.

And that echoes what future-thinking CEOs have already been warning: Leaders who cling to the old ways of working aren’t serious about embracing AI.

“Forget about where people are working. Most companies will go by the wayside if they don’t embrace AI,” Mark Dixon, CEO and founder of International Workplace Group (IWG), exclusively told Fortune. “If you look at winners and losers, the winners are the ones that embrace the technology.”

“Embracing the whole of the technology, which is flexible work, flexible location, high levels of technology, using technology to get more out of your people. Those will be the winning companies, because they focus on the people,” Dixon warns.

As other leaders have pointed out, firms that focus on physical presence rather than remote, AI-driven work risk falling behind competitors.

Brian O’Kelley, the tech founder who sold AppNexus to AT&T for $1.6 billion in 2018, before founding Scope3, argued that remote firms, like his, have the top pick of top global talent and operate around the clock.

“The best companies are going to actually dump their offices to learn to work with non-bodied employees,” O’Kelley echoed in Fortune. “Anybody who has a back-to-office culture is actually hurting themselves.”

Being spread across time zones doesn’t just make his workforce available to customers at all hours of the day—it forces teams to be efficient and lean on the latest tech in ways traditional office-based companies simply don’t need to.

That’s why companies fixated on presence rather than productivity gains that actually enable an AI-first future are at a disadvantage.

“The thing is, if you build a culture that’s asynchronous and remote, it means you’re building a culture for AI to thrive,” O’Kelley added. “If you’re building an office culture, you are actually not building an AI-first ecosystem.”

Take down the Windstream sign on the daniels building in Greenville. Does anybody go in that office anymore?

Live in NJ, but due to. life circumstances will be moving to TN. Is it possible to ask for an exception to be remote? Been with the company for 4 years and got a promotion recently, if any of that matters. Anyone have any experience or know of others that were in a similar position?

I see many saying they quit for a better paying remote job, and I have to ask, where? Trust me, I've been looking and coming up with nothing. Both seem pretty unbelievable with the current job market.

I do only because I get to work remote and make a lot of money.

Hi! I am a remote worker and I was able to log into windows, however I went to connect to our VPN and my connection has been deleted. Am I possibly being laid off, has anyone had this happen

Yet another talented colleague who was hired in the remote-first era has left. They couldn't get promoted without agreeing to move to Minnesota. They were hired in the "Work Your Way is permanent!" era, and were assured during the hiring process that they could get promoted without having to relocate. Our current policy says that exceptions may be made for key positions, which my colleague's absolutely is, but our EVP is gutless and afraid of doing anything that would anger the CEO. I don't know whose retirement I'm anticipating more.

How long does one need to be in the office for it to count as a “day in office”?

I’m not talking hours. I’m talking actual days. My LOB mandates 3 days per week and today is day 4 - I’m trying to get ahead.

Would me showing up at the office for 3 hours on a Friday show today as a “day in office” ?

Do you all come in five days a week? No hybrid at all?

Company wants to be more efficient so they hire more managers, lay off seasoned/experienced engineers, introduce the "product model" which is great for software developers but slows the rest of the tech teams down/delivers slower results to our internal customers, increase bureaucracy, and gaslight everyone. 15 years ago, this was a decent company to work for. Yeah they did not pay top dollar, but you had the ability to grow your career, work with good people, advanced, and where ok with the less pay because the company valued "work life balance" and did a decent job of investing in skill development/training. You actually felt like you can grow and build something that helps advance the brand, better serve the customers, and where better rewarded with innovative ideas. Now, it is all the bad of the tech world: work life balance out the door, health insurance benefits mid, constant threat of layoffs, a massive slide in technical leadership, a feeling of constant uncertainty/direction, gaslighting, a significant increase of teams backstabbing each other, more offshoring esp with sensitive customer data, political pandering, and paying customer satisfaction at an all time low. Unless it is automation or a way to layoff more people, innovate ideas are frowned upon esp if they challenge the "product model"/hired too many new managers. Current leadership team brags about how they "revolutionized" CVS, yet CVS when they where there, but look how bad CVS has performed over the past decade. I get that the only thing that matters is the stock price because everyone above director is paid with stock shares. I think the reason you don't see higher attrition rate is because the company is still pretty remote/hybrid (good thing they got rid of a significant amount of real- estate or else this would be different). However, there is going to be a strong return to office mandate soon even if the majority of your team is offshore in a different region of the country. If you do not live near an office because you believed the company about working remote, you either better relocate or start looking elsewhere. By the end of the year, there will be a new tech out that will have the ability to better track remote workers/hybrid users and HR is already looking at it as a way to eliminate/reduce remote workers.

Perfectly said, @rh+1kgyvphgn.