Managers were just notified.
Remote employees will get in lower pay raise pool than on-site people. 0.5% to 1.0% lower.
Also it is confirmed that all remote employees will be moved to geography C on December 21st.
No mention of the actual pools or comp ranges overall.
I was forced to work remotely against my will. I enjoyed going into the office three times a week. They told me to clear out my stuff because they were giving the space to a new team and designated me to an office 45 miles away outside my radius. Now to add insult to injury I’m being told, I might face a cut in pay. The message sent to me is that US Bank does not appreciate. It’s employees.
"disabled employees who are remote"
People working remote with a medical exemption are assigned to a hub and are not considered remote. Probably for legal reasons to exclude them from discrimination lawsuits when they treat remote employees different than on premises.
"unionize"
This is VERY hard to do in the US. Companies spent decades villainizing and dismantling unions. They are well armed to prevent unions from become a strong force again. We will only see this happen after a major replacement of our elected officials which is likely only to happen after a massive, prolonged economic downturn.
@mp They’ve separated remote and onsite pools, and remote will be funded less. This shouldn’t impact if you’re onsite. The impact will be if the comp pools are funded low due to bank performance.
So if I'm on a team that's half remote, our entire merit pool for pay raises just took a massive hit. Managers on these blended teams are gonna have to figure out how to spread less money across the same people just because some got hired outside of hubs? Absolutely vile.
@OP so we’re hating on remote employees but we’re ok to ship work overseas to Poland and India. Got it.
@ey As a matter effect, remote employees work harder and longer. My day starts at 7:00 am and ends at 4:00 pm, some times 5:00. If I live closer to office, I would opt out for “Remote”.
@m3 I believe you can request to be assigned to a hub. The expectation will be that of in office employees though. So if you live 50 miles away, you still need to be in office 3 days a week for full days.
Chat with your manager
Will remote employees have the ability to choose to be in office?
@bt in the EU workers have rights
@e4 Remote employees do not goof off. I WAS very clear to my.manager about how it was BS to RTO and backed everyone
@eq spot on. I worked a lot harder when I was working at home. Now I put in the minimum to meet the expectation of my role. And I certainly do not go above 8 hours a day now. But back then it was common for me to push myself extra.
People who are claiming we watch Netflix are just projecting. They probably aren't hard workers themselves. My track record of promotions and contributions during covid and before covid when I worked at home, speaks for itself.
@e4 Just because you did all that while WFH it doesn't mean the rest of us do it. RTO is actually way easier because showing up is half the work. A remote employee actually works 10-12 hours per day to make up for not participating in the RTO silliness.
@OP I hate going to office and was forced to go. Oops sorry, “Love” being forced into the office. Nothing says ‘team culture’ like commuting, paying for parking, and buying a $14 salad just to do the exact same Teams calls… but in pants.
Anyway, I’ll keep showing up until I find another job. But honestly? I’m thrilled they’re finally doing something “nice” for remote employees. Added costs are real, so yes, selfishly, I’m glad.
Also, remote folks should totally take a pay cut for the privilege of working from home while ‘definitely not’ watching Netflix and managing kids. Downvote me from your couch, I can wait.
@dr those with approved medical accommodations will not be affected. Nor will the job families that were approved to be remote (ie, call centers). This mostly affects those who were grandfathered to remote from the pandemic.
Just wondering how this will work with those that have been approved to be remote through ADA reasonable accommodations. It seems like it would be discriminatory to treat those employees differently but what do I know?
Unpopular opinion but worth mentioning. I realize this site has been primarily to vent about corporate policies. Not just USB. However, having my own come to Jesus conversations with myself (a remote employee in a higher than C geo code), is that I am never, ever fully safe from structural change nor do I have control over how it’s done. Any company, any given day can eliminate roles, change policies, and frankly shut down if they wanted to. It doesn’t mean I agree with how changes are made or communicated. It doesn’t mean I smile when I hear these changes are being made during the holidays, or right after people worked their tail off. But the reality is, here we are, just has almost all Fortune 500 and 100 companies do in their life cycle. We choose to work for them.
And for everyone screaming protest and union, best of luck. Absolutely no one is willing to protest, lose their job, risk being in a terrible job market for the slight chance that a for-profit company changes their mind. I remind YOU that what sits in the unemployed market is far more attractive to companies than those who choose to boycott right now.
Again, unpopular opinion here I know. I’m not here for an argument, I’m here with the people who are just trying to get ahead of decisions and announcements so I can plot my next decision.
Need to start a union. Talk to us survey does nothing. Action is required
@bd I think AVP, VP and SVP. Maybe someone can confirm?
It’s time to unionize. If we can get a large number of people to call off and make these hubs empty they will backtrack and ease off. If we can do it for multiple hubs then they will listen
@ba LOL! Pure gold! I suggest everyone read it in their favorite comedian voice.
@ba the thing that makes me the most happy is realizing that they'll get a nice big raise off our hard work!
@bb Which grades are being discussed?
Geo range C depends on what job grade you have so there’s not one range one can post.
Search geo codes in HR, it’s updated
Can also confirm what has been posted. Grades D, E, F are being eliminated for remote roles. Those will migrate to a Salary grade C. And merit pools will be separate for remote and hub. There is additional scrutiny being looked at for which job grades they will be pushing more to in office, I don’t have detail or when or if any action will take place with those grades.
Originally I was very upset about this, but I paused, took a deep breath, and reread the Happy Holidays email from the management committee—where they talk at length about how grateful they are our commitment and dedication. Honestly, that completely turned my attitude around. What a wonderful management committee we have. GK and crew are the best!!! Nothing soothes genuine frustration quite like a seasonal mass email full of gratitude.
Can someone post what C means in salary range?
@b5 god I can't wait until they get their butts sued or something. Such a joke of a company.
I tried bringing up similar issues a few months ago and was basically intimidated into silence.
@ax Denver is E
@b5 wow bo-m is a bad word on This site hahahaha
Discrimination and double standard is all I’m seeing. Imagine this will blow up. Wait for it. Bo-m.
@b3 no, base pay stays the same
Are they implementing pay cuts for employees in D, E or F that exceed the new comp range C?
It is a fact now not rumor that only managers see right now,
F remote becomes C
E remote becomes C
D remote becomes C
A, B, C remote no change
Impacted employees will be notified on December 17th and will become effective in work day on December 21.
There will be two different merit pools, one for on-site and one for remote. It's only affects grade 11 and above.
The people who are exempt are grade 10 and below, all employees in Europe (I'm telling you regulation can be a good thing people), and company-wide designated job families approved for remote like collections, field sales, and contact center. The email makes it sound like they will get regular pools.
Time will tell.
@av Are they though? I would take a pay cut to go back to 100% remote.
@ap Not sure I'm following the logic. There may BE disabled employees who are remote because they are outside of the company established radius that would nonetheless require an accommodation to work remotely if they were in-office employees. To only grant location geo code exceptions for in-office employees with remote ADA accommodations on file sounds like potential discrimination. Especially since employees who were changed to home-based due to the radius methodology were told being an in-office employee wasn't an option due to Corp real estate space limitations.
I'm not advocating for permanent remote work, in-office work, or disability accommodations. Truly just curious if/how potential discrimination was considered and how managers are supposed to address it with their remote directs.
@aq and @am Wow, so this is not at all reciprocal! For higher paid remote employees who live in areas where the cost of living is higher (hence the higher salaries) the wages will now be depressed to the national average (Geo C).
For those living in lower cost of living areas where the wages are depressed, the bank won't RAISE these employees wages to make them par with the national average (Geo C). How long would it take an employee in Geo A, or Geo B, to reach the midpoint of Geo C? Plus if the rumors are true about remote employees getting 0.5% to 1% lower than in office employees for merit increases, this is truly the devil's work!
For remote employees who are already living in Geo C they may or may not get a raise if they other thread is to be believed. There was talk earlier this year about how it would be harder and harder for employees to get merit increases once they reached the midpoint at ANY grade.
I know that the obvious goal is to get more and more remote workers to quit. Not enough people quit en masse when RTO was mandated and this cheap a-s company does not want to pay out more severance. They want people to leave of their own accord by creating a hostile work environment. They know people are waiting on severance packages so they are lining up the evidence for BS PIPs so they have a reason to fire employees.
I have never seen such a fast decline in morale, productivity, and a working environment before.
This seems strange.
I can understand them going from F to C, or E to C, as those can easily be looked at as cost saving measures.
But I have a hard time seeing them moving someone from B to C, and just giving them extra money.
@aw last time I checked, San fran, seattle, dc, boston, nyc/nj
LA is e, so is Chicago now, it was D I think
Denver, Portland, minn are D
What hubs or states or locations are zone F, CA WA CO NY?
@a9 means bend over because your in-office teammates are eating better than their remote counterparts
@af This is a continued effort to get people to quit so they don't have to lay anyone off and pay severance or post WARN notices.