Rumor has it they are considering temporarily pausing the 9/80 program after 2025 due to staffing concerns post layoff. Only because we may be short handed until they get work group staffing figured out.
It would only be temporary - it’s a good program.
I cannot imagine caring how much time anyone spends in the office as long as they are getting their work done.
Everyone at the LT level spends weeks every year working from their second and third houses and their work gets done (albeit poorly in some cases).
This is an oil company, not a daycare.
One-deep? PTO totals for people with 10 or more years of credited experience means they are OOO at least once a month. Work keeps going.
People in roles that need 24/7 coverage should have company devices and are expected to respond. It doesn't require taking away 9/80. It's just like PTO, school holidays, and company holidays.
It makes sense. After this layoff, some groups may be only one-deep in certain roles, and it wouldn’t be practical for that person to be out on a Friday if there’s no backup, at least until a backup person can be cross trained.
I could imagine them needing all hands on deck for a while. I would rather them suspend 9/80 than expect me to work 9 hour days and then not let me take my 9/80 Friday off.
Yeah Ryan, just like you weren’t going to cut the dividend in 2016….
9/80 IS NOT going away for 2026.
Doesn't make sense to hold off on telling people the 9/80 is going away. They would have done it before EOI windows.
If they do anything like this, then it is to increase natural attrition in 2026 and reduce headcount reduction for 2026 cuts.
This comment makes zero sense. If staffing is a concern, The ELT is smart enough to know that removing 980 would make things 1000 times worse
@f6 pay is staying the same, and we'll still get a market adjustment in q1. This vcip won't be amazing but vcip for 2026 the more profitable areas are going to get a huge boost up near 1.5x. The weaker areas will have closer to 1.2x factors. There's a reason they changed the vcip to be partially driven by BU performance before they split the L48 BUs. Rewarding BU performance is going to be one of the ways they control BUs going forward.
@f6 I don't believe OP but I don't believe you either
Taking away 9/80 would be ridiculous. It is a benefit that doesn’t cost the company anything. I have watched people abuse it for years and now they will probably get paid to leave. I have also seen management try to enforce the policy, however without the support of HR, it becomes very difficult. I agree with whoever said, if you have a policy, enforce it. The end. Quit punishing everyone for the few that don’t follow the rules. And for those left, what a slap in the face. If they are worried about head count, then don’t layoff so many at once. Do they even hear themselves? SMDH
@fn In a 9/80 world where people are supposed to physically be at work 9.5 hrs per day, and yet aren't. Can you imagine how little time they would spend if their daily physical in office target was 8.5 hrs? You would have many people working 9 to 4. I don't think you can shift the culture that has built up over years by a policy change of getting rid of 9/80. The culture is what it is now. Best bet is to enforce what you have by putting some controls into place.
This feels like a trial balloon from HR to see reaction to this.
If it’s being raised, odds are 9/80 is gone.
You all take the bait. Just because someone says it is going away doesn't mean anything.
The real change that is happening is everyone will be getting a pay cut and vcip will be 0%.
@ek work hours don’t equate to work getting done. If people can’t be professional adults and take responsibility for their work, then that should be dealt with accordingly. Micromanaging everyone to deal with a few bad apples does nothing but ki-l whatever bit of moral people have left.
Not sure who is downvoting this conversation. . . . Sure, some roles require work outside of regular office hours and its not worth micromanaging hours. But many office and support functions should be monitoring and enforcing mandatory hours if the employee isn't disciplined enough to manage themselves.
That's my biggest learning as a supervisor, people aren't very professional and do not conduct themselves as adults at all times.
@e8 Comment was more in response to those that complain about people leaving early and not working the minimum 9hr plus the 30min lunch HR mandates.
Physically badging out like we do when we enter just captures when you leave.
It does nothing for those who want to schedule 2hr party planning meetings every other month, etc.
Point being management has to start enforcing the rules around here. If you’re leaving at 8hr every day and taking 2hr lunches on the 9/80 program you’re gaming the system and it might be time to go.
@e7 I would agree with that. Tell the employees that supervisors and mgmt above will be able to see the amount of time worked. But let the employees know so it isn’t just a shadow spyware.
On a side note, how does this software wor or dos it just monitor first log in in the morning and last log out? Hard to monitor all day as we go to meetings, go to bathroom, have office/hallway conversations, etc. how would they know productive work vs me spending 3 hours a day on TLO?
@e5 you must be the one who said
“By the way work comes first over your other aspects of life.”
Sure some people will always take advantage of a given system. Here’s an idea, how about management actually use the technology that’s available to find those people and reprimand them.
If you weren’t aware, MRO employees had to badge out of the office.
Yep. They’ll keep rolling back benefits because they can. Sycophants will praise the decisions and the rest of us will have to either find another job (good luck in this climate) or su-k it up and keep taking it up the po-p chute.
@e4 being truthful doesn’t mean your brown nosing. There are two types of people, those that do right when nobody is looking and those who don’t.
The amount of COP dck riders in here amazes me. Do you show your supervisors and managers these responses hoping to get a pass on Nov. 10?
@d0 It may be grossly abused by some, but there's no way to stop some of your employees from abusing it. Some of us don't abuse it and won't and shouldn't be punished because of it. From a commuter perspective, this 9/80 is what keeps me willing to work in Bartlesville "back in the office". Take that away, and the bartlesville community will suffer. A large population lives in Owasso, Collinsville, Skiatook, Tulsa, and even further and won't be willing to stick around long if you take away 9/80.
Also, many of us work after hours on-call or for other project support and shouldn't be treated like "hourly" employees. We put in time. Too much after hours support to stick around if you take away this benefit.
@d3 If we don't have 9/80s as a benefit, what would then differentiate us from any other company or industry? A gym at work (that is grossly underutilized)? The high pay isn't as high as it once was when compared with tech. The 401k is now 6% match with 6% discretionary, still good but hardly class leading when it is now used as a lever. PTO, more standardized with other industries after this year's change.
What is the feather in our cap if we don't have 9/80s?
@at It's a benefit that provides a greater work/life balance, it had a greater purpose than its original intention and provided an advantage to obtaining and keeping talent compared to other companies
@a5 100%. I am a consistent high performer and what people consider a "lifer". Removing the 9/80 program would be the final straw to get me to apply at other companies and leave ConocoPhillips, and I'm sure I am not alone in that. With the reduction if the workforce, it would be a very unsmart move to drive away the remaining employees and your quality performers.
The justification of the 9/80 was the 10% reduction in emissions for commuting. The rationale can be debated but that is the historical truth. My personal observation was that people probably drove more on the extra day off so the net emissions actually increased. But the company was able to claim victory and VCIP goals were achieved . I work 12 hour days anyway so the “extra” hour was inconsequential.
During my time at COP, I saw the 9/80 grossly abused by many. They didn't work their 80 hours and there was little distinction between A & B Fridays - every Friday was a day off. The ones that did work Friday oftentimes were stymied because people they needed to speak to were not at work. Dump the program or enforce the rules.
@at 9/80s to cut pollution is ludicrous!! Maybe to cause employees to have less time on the roads, but pollution. . . . .that is a l3ft wing assertation if I have ever heard one.
You'll be allowed to stay on the 9/80 program if you are vaccin8ted
@b8 gone too will be replaced with 90 hour work weeks
Whew! Good thing I’m on the 19/30 schedule.
People stop complaining & crying! If you don’t like what’s going on then QUIT. Not hard at all! Easy!
Elimination of LTI won’t be temporary either. With it rains it pours
The main purpose to 9/80 was to cut the amount of auto emissions on the road. Somehow people have twisted this purpose around to be related to life/work balance. Working only half days on every Friday doesn’t cut pollution at all. It defeats the entire purpose.
By the way work comes first over your other aspects of life. If you don’t believe this then you should find another employer.
COP only started this because everyone else was doing it… follow not lead. Management cares only about their own personal year end assets being larger each year… employees and stockholders can eat cake.
Just like BP did away with it and moved to half day Fridays. Once it’s gone it’s not coming back like hybrid - also pausing it does not help with staffing shortages- Leadership decided to cut 25% and HR is involved in talent selection and so they know they are going to have us work more with a lot less.
Yikes - I would probably strongly consider leaving (at least actively exploring other opportunities) in 2026 if the 9/80 wasn't a benefit here any longer (if I survive Nov 10th). That would be one way to guarantee additional attrition beyond this first round of layoffs.
Classic playbook, squeeze more with less people. If the 9/80 is paused, it’s as good as gone. Next up…the discretionary 401k contribution will be gone.
It won't be temporary