#workfromanywhere

My understanding is that the cost to repair the building on Veterans was cost po rohibitive given the dwindling employee population. The building is failing in many ways. Unsure why they spent so much money to fix it up in the last ten years. I understand they had the information for at least 15 years. This is a structure issue as much as a "no butts in chairs" issue. But they probably don't want anyone to know that. The building will either be sold to someone who doesn't care about the building issues....or knocked down for new development. Which is also kind of iffy....given the continued drop in employees. Also heard....Atlanta is likely going to close.....makes sense...no parking...no way to access the building...and a difficult employee force....hmmmmmm

LOL..

RTO ages like fine wine.

https://www.yahoo.com/news/articles/people-urged-home-global-oil-091037252.html

Is it too late to go remote?

Curious if others have seen low RTO compliance percentages explicitly referenced in their performance reviews and whether it impacted ratings. It feels like RTO adherence should be managed separately and not evaluated alongside tangible performance output.

Some BLM buildings will close, everyone will work out of Corp South. It’s expected that there will be information regarding being in-office more.

As we transition to ODW, site visit reporting will be retired. However, the expectation remains the same: Onsite team members are expected to work a regular day from a Dell office five days a week. While attendance will not be shared, this expectation is non-negotiable

Have we won the battle?

This only applies to the Maryland offices because I have no clue what’s happening at other locations. I’ve been informed that they are tracking badging in Owings Mills and “collecting the data for who comes in their 2 days a week and who doesn’t”, at least for tech. I know most associates are in 4 days a week, especially at HP, but does anyone think they’ll mandate tech come in 4 days a week this year?

There is no way RTO is being enforced equally. The only people who are being forced to come in are the people on the phones. I walk the floors

Anyone else hear that once we get that anticipated email from HR that band 3 and above need to be in office everyday as BAU. For now us band 4-6 or higher will need to be in office with flexibility and limits on that flexibility. I see the future where we are all back to 5 days and have some flexibility as long as it’s not a consistent thing

I’m currently remote and looking to relocate with my spouse, who just received a great offer in a different city. While the bank doesn't have an office in that specific city, it does operate within that state (the nearest office is about 4 hours away so I will have to continue remote). Has anyone remote (geocode C) successfully made a move like this in the last 3 to 6 months while staying remote?

Is anyone familiar with what circumstances must be met to qualify for an exception to remain home based? I’d like to know before submitting my request.

Started in January and with all the hybrid jobs I started looking. Good luck ATT you are back in the 80’s with punch card 8 hours and 5 days office your deliverables, innovation, and appl support is out the door

I despise coming in 4 days a week. I get to wake up 1.5 hours early and drive for an hour, for what? I get to fake social interaction with distant department members who don't want to be here just like me. I get to spend $20 on parking. I get to spend immeasurable amounts of money maintaining a sh---y professional wardrobe that doesn't get used outside of work.
What benefit does anyone gain from this besides BNY having an excuse to lay some people off?

Before the shill bots come out of the woodwork, prior to COVID, my team was 2 days a week. There's no RTO, it's just increased. I'm not returning to anything.

3 days a week wasn't bad, I'd at least have Friday at home to look forward to, but now to get that I have to ruin my evening on Sunday by dreading going in on Monday. My life has been remarkably more miserable since 4 days started.

WFA days would be a brief reprieve when it got particularly bad on occasion, but they ruined those too.

I don't really know the purpose of this post besides to vent.

@@@This isn't Ivan or Lowell, Dan will hire 3rd party before u @$$ hits the door on 8/1.

Smarten up!!!

Hey Mike…. With regular gas prices over $4 a gallon, how about some relief? Maybe a cost of living raise or the ability to work from home until things normalize again, at least hybrid

title says all

Found this out from a reliable source

Workplace Excellence Compliance Changes effective 4/1

• Planned communications: 3/10 employee email

• Anyone in an assigned office - updated expectation is 4 days in the office

• Everyone else - expectation is still 3 days in the office, but no consecutive WFH days. Friday/Monday is considered two consecutive days (so in office Mon-Tues-Thurs; or Mon-Wed-Fri etc)

• When in office, expectation you work a full day in that office

• External new hires - expectation is 4 days a week in the office

Been working for years at T and not able to crack interviews in other companies due to technological shifts and not enough preparation. So the only choice left is to RTO and keep the job to put food on the table. The sooner the better.

The Australian state of Victoria said on ​Wednesday it will launch legislation ‌to give employees the legal right to work from home two days ​per week. The laws, that ​are due to come into effect ⁠on September 1, will allow ​anyone with the ability to work ​from home to do so, regardless of the size of their workplace.
“Work from ​home works for families, because ​it saves time and money and it ‌gets ⁠more parents working,” Victoria Premier Jacinta Allan said in a statement.

https://www.reuters.com/sustainability/australian-state-plans-give-employees-legal-right-work-home-2026-03-04/

Is anyone aware of global hiring freeze?

I don’t know how Macy’s “reclassifying” some people’s positions affects store employees, but everyone who was hired as a “flex position” for corporate side of things has to return to office 4 days a week. They’re doing construction of the office floors at Herald Square in NYC, but what are they changing exactly? They’re adding assigned desks and taking away conference rooms. Have a meeting you need to attend and there’s no meeting rooms available? Their advice was to just go walk through the store and take your meeting.
They’re offering 0 incentive for employees that can completely do their jobs remotely to return to the office 8 hours a day 4 days a week. They want us to “cowork in a creative environment” while being surrounded by beige walls, desks/cubes with no privacy, fighting over meeting rooms just so they can justify having all of that space and its cost.
Snacks? Better coffee? Maybe some other colors than red and beige and white and black? Nope! But come into the office because we are watching you!
They also do not consider the amount of employees they have working there that do not live within NYC. Have wages raised? No, but the cost of transportation sure has from the Long Island railroad to NJ transit to the MTA subway and bus fares.
I don’t know that this company is gonna last much longer. They really only have the 100th year of the parade this year going for them.

Did you know that United is licensing AI software from Amazon? This software allows call center representatives in other countries to speak, and it alters the tonality and accent of the voice. This is to prevent American citizens from knowing they are speaking with a representative overseas.

The AI takeover to move jobs overseas is already happening. You just don’t know it yet.

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?

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

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!

Corporate real estate is under pressure nationwide. Companies are downsizing footprints, unloading space, writing down office valuations. The market is screaming that centralized office demand has structurally changed.

And we’re committing billions to a brand-new headquarters tied to a five-day RTO mandate that the workforce has overwhelmingly pushed back on.

This isn’t vision. It’s denial.

When capital is expensive and the market is shifting toward flexibility, you don’t double down on fixed costs and hope behavior bends to your preference. That’s not leadership. That’s forcing reality to conform to ego.

We’ve already lived through massive strategic swings that were sold as bold and transformative, only to require years of cleanup. At some point, repeating the same pattern stops being bad luck and starts being a decision-making problem.

You can’t build the future of work by anchoring yourself to the past. You can’t demand innovation while ignoring market signals. And you definitely can’t call it culture when the people you’re trying to attract are openly telling you they don’t want it.

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.

Will this be enforced ? I mean why bother complying ?

By not complying you will prob get at least a year before being laid off

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?

Do the needful and quit already. They are moving the RTO goal post again because they aren’t seeing as much attrition as they hoped with the 8 hour tracking.

They don’t like that we use 1/2 days pto to avoid the office.

NY JC Plano Columbus tech teams still hybrid 3 days.

Mark my word

Factoring in vacation, sick days, holidays....how many days do people actually need to reach before getting flagged for not complying? I'm aware that eleven days equals 100 percent.

Does taking meetings from the phone and using outlook on phone to check email count towards activity usage?

I do this frequently when commuting in the train and am wondering if this contributes towards activity usage?

When will they provide an updated list of commutable zip codes?

Yes I know HD has nothing to do with our business and what we do. Just FYI, they announced mandatory 5-Day RTO. This may have already been posted, if so, my apologies.

https://www.dallasnews.com/business/2026/02/02/att-to-hire-400-bilingual-employees-with-1500-sign-on-bonus-for-hybrid-work/