This entire thing will fall apart before it even begins on the 4th if we don't start getting some sort of direction. For example, I have to get my kids on/off the bus in the morn/afternoon. Is 9-2 or 10-3 acceptable in-office time? Who knows! What I do know, is I won't be in the office 8 hours a day for 5 days a week and my job will still be done well and on time.
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@df Don’t understand all the downvotes. This is accurate per the Absence Section in policies and procedures.
I wonder what we’ll start hearing about in 30/60 days…
@af I have no context for this and forgive my assumptions, but if you’re exempt now might you consider asking to convert to non-exempt?? I know that means time sheets and hourly pay, but maybe at least you could tailor your schedule a bit in a way that doesn’t look like you’re getting favorable treatment over everyone else? That’s your risk inside the office: being labeled as a favorite b/c YOU get to leave early to get YOUR kids while I have to sit here on teams calls til 5:00.
I hope you can work something that fits you needs. Please let us know.
@af I run a team in a pretty much 9-5 environment, and here’s my understanding and how I’m talking to my team:
- Sick? Occasional Absence (OA). That’s literally what it’s for (plus other stuff i’ll get to).
- Half day? Depends on the reason…. Need to wait for a plumber or similar due to their time availability? OA. Extending a weekend to leave early Friday or come late Monday? Vacation.
- was at client or bank event til 11 last night and want to come in a little later the next morning? Fine. No Absence requested… that’s the “flexibility” on practice.
- gotta scoot at 4 for a one-time thing? Flexibility. No absence.
What we are not doing is “I always ….. (fill in the activity) on or at (fill in the recurring day and time) so I won’t be in the office”.
So kids off the bus every day at 3 (routine thing) will technically need to be OA (can’t do it any other time). I know that’s ridiculous so don’t shoot the messenger.
Sick or other non-routine occurrence is technically also OA. Planned time away for any number of hours or days is vacation time (which can be taken in as little as 2 or perhaps 1 hour increments). The exception of course being the long list of what qualifies for OA (examples above).
Now personally, I’d work out something for the bus and childcare needs and similar that is fair to the rest of the team. Shift the hours around, or maybe there’s some off-hours projects available…. I don’t know for sure.
But as a manager my guard is up for “that’s not fair” as--ults because “I don’t have kids” or “I don’t need an accommodation”. People are gonna get real focused real fast on why they’re not being treated fairly.
If there are a thousand managers in the company there will be a thousand interpretations of this.
A true mess and unfortunate loss of talent, culture, and job satisfaction.
@OP Group manager here. short answer nobody knows. There is no guidance. They had over 100 days to lay out direction but so far that has failed miserably. It is total mass confusion. I have a few teams under my watch. I'm expecting a few more people to leave this week. I don't have anyone to replace 90% of the people who left so far. And I can't blame them one bit. When the employer treats the employee like dogsh*t the employee gets fed up and finds a better employer. The disgruntled employee spreads the word of the bad experience(s) and terrible pay which in turn sends potential talent to a different company. Remember the RTO blanket announcement is only to save the company's real estate investment. We are a pawn. You do you and what is best for you.
What about half days or if I’m sick? The lack of guidance is already setting this idea up for failure
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