So, there's a bunch of flowery and vapory language about RTO. Hard for me to get a solid handle on specifics but it sounds like a crackdown may be coming. Managers will receive reports on their teams.
Anyone with a better perspective?
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I am convinced anyone who was originally hired as a remote employee and forced to go in to the office, Cigna was hoping you would quit. David is trying to decrease operating expense to increase profit and possibly stock prices.
I am super excited to now log time in Workday to explain why I was working at home (like I did for 18+ years very successfully) and not sitting in my cube on Webex. What a joke!
Tired of the BS. It’s been over 1 year and so my colleagues and boss included choose not to come to the office. Isn’t 1 year enough notice ? I am not coming regularly now since I have seen that it makes no difference. 90% of my team is RTO but choose not to. Nothing happened to them! At least I am in a better spot by at least showing up once in a while! Lol .
In my department, it does apply to band 5, unfortunately.
Do as I say, not as I do. - (Cigna leadership every second of every day)
Rules for thee, not for me.
I schlep into the office three days a week to find that most ‘leaders’ are not there half as much. Whatever happened to leading by example? If my office is any indicator, the policy does not apply to bands 5 and up. Don’t ask me to come in if leadership isn’t bothering to comply. I don’t usually post on RTO threads and I have largely su-ked it up quietly but I am mad about it today. They aren’t traveling all the days and, if they are, they need to quit complaining about budget. SMH.
Managers now have access to reporting that shows how often in-office employees are swiping into Cigna sites. It appears to take PTO days into account, but not company travel time.
It shows who is in the office more than 60% of the time and less than 60% of the time. It seems to be based purely on the number of days an employee is in the office, not the number of hours they are there.
So I guess you technically could swipe in for an hour, then leave and finish working from home and still get credit for a day in the office. But unless you live less than 10 minutes from the office, that’s kind of pointless.
“ So it's a little gas and time to go into the office a few days a week. So what???”
Here’s what:
The ability to take kids to school and pick them up.
The ability to coach kids sports teams.
The ability to spend an extra hour with family in the evenings.
The ability to exercise in the morning.
The ability to attend church on Wednesdays.
Saves 1000K/month on vehicle wear.
Saves $120/month on gas.
I could go on.
In short, WFH leads to this “vitality” we hear so much about.
But let’s look at what we’re asked to sacrifice those things for:
The ability to sit alone in a cube and webex teammates around the country.
End of list.
Cigna may have a valid point if it were the case that employee roles are localized, but this is far from the case.
Many of us WFH people left a job we liked to come to Cigna because we were offered WFH status. It isn’t right to expect us to acquiesce to thus poorly executed mandate.
There is so much wrong with your statement @3peo+1v31HUcR, where to begin? “A little” gas and time tells me you likely live quite close to an office, which is not the case for many people. Some by choice, and others out of necessity aka not being able to afford living closer town. Maybe these people need to live on the other side of town to be closer to their SO’s in-person job. Maybe these people have a team in all different states. Maybe they downsized to being a one car household, so going into the office now adds a new car payment AND insurance, buddy! Maybe they were hired as 100% remote. Maybe being around so many people all the time is mentally draining. Maybe they perform their job better at home. Maybe they are a primary caregiver for a family member and the long commute changed the schedule (and cost) of arranging alternative care. Even if none of these apply to you, I personally have experienced more than one of these, and I could keep the list going. These people are your peers, and clearly going into the office is objectively a worse scenario for some of us. It’s simply not just a little time and gas. JFC.
Cigna pays below average already, why should we take yet another financial yet for their sakes? Since it's no big deal, I'm sure they won't mind compensating us for the extra time and money we spend, right? crickets Yeah, that's what I thought.
“ So it's a little gas and time to go into the office a few days a week. So what???”
😂🤣🤦♂️
Why is everyone freaking out about having to go in the office? Not too long ago, working from home was not even an option. So it's a little gas and time to go into the office a few days a week. So what???
Absolutely! If we love it as much as they claim, simply remove any in-office requirements. No one needs to be threatened or forced to do things they love. No, they can't wait to do them.
More gaslighting! They are intentionally tone deaf. Employees are NOT thrilled about FOW, the commute to do what they do at home, nor the extra $5-$7k in personal expenses it is causing. We don’t want or have time for activities with coworkers during the day (pickle ball, gardening and more). We would rather be with our family or real friends IF we have time after the long commute. Save a job, save some $ and save the culture by eliminating FOW!
@lxj+1v31HUcR It just says whether or not a badge was swiped once. Multiple swipes don't seem to trigger anything, it just a binary yes/no.
I'm assuming if you went in and swiped and immediately went home it would count as a compliant day.
Save your $ and send those aligned to offices home. We don’t want better food or events or bingo - we don’t have time for that silly fluff. We simply want to WAH like our peers.
@pla+1v31HUcR by 'monitoring badges', you mean it shows an employee swiped in to an office on said date, but not times in and out in that day?
Thanks so much! If there is anything else you can share as this develops, it'd be greatly appreciated.
How I'm reading it is that compliance is 60% of days in the office. PTO and Holiday counts as an office day.
So for example, September had 21 business days. In order to be compliant, you had to have at least 13 days of badge swipe, PTO or Holiday altogether. It appears to just be monitoring badges, I don't see hours indicated anywhere.
Does this apply to even developers? What happens to people that don’t live close by?
60% of a 40 hour week it seems. There aren’t published instructions yet (on what to do with the info) but it sounds like they are coming next week.
It kind of looks like there will be new ways for managers to track “manager approved wfh” and short term accommodations, and then those will populate on the dashboard to provide an all-in view of how each direct report spends their time. I think it’s also pulling in PTO that has been entered into Workday.
Morale is already swirling down the sh----r, so what's the best thing to do? Stricter in-office enforcement. That's the ticket.
Thanks!
60% threshold is 60% of a 40-hour week or 60% of the required 3 days?
Is it solely manager discretion what happens, based on the reports?
Managers can go into workday and type in “in person presence leader dashboard” which now populates different views on direct reports to look at percentage of time weekly in office. They are using a 60% threshold and it flags if someone hasn’t met that for the month. Attendance by day is also viewable. I can’t see if there’s a way to view for your own stats, or just directs.
Holey money. I got serious "what can be, unburdened by what has been" vibes from that posting.
Full of sound and fury, signifying nothing.
"Managers will receive reports on their teams"
Probably just in time for November layoffs.
I also noticed a phrase in the original communication about "importance of 3 days in the office." They sure didn't take my employee survey feedback into account, then.