Thread regarding Wells Fargo & Co. layoffs

@153 no red flag for that scenario. the reporting is currently 4 week average, it's not looked at week by week. The hours are calculated on a per day in scope. 4 hr pto = not in scope for calculation.

@wg thanks for this insight. Do you know What does excluded means in terms of compliance? Avg hours will be 16 for the week if 2 days in office and a half day pto and thats a red flag?

Here is the answer as of today (I just looked at the latest hours-in-office report):

Answer to OP question: it is excluded from the average hours calculation.

How hours are calculated:
for days you are in the office: actual hours between first login or badge in and last network activity/badge out
for Days you travel OR take a full day of PTO: 8 hours
Partial days of PTO: the day is excluded from the 'average hours' calculation

@js why is anyone downvoting this? It’s 100% correct. Days in office and time in office are separate reports right now.

Using a half day PTO will flag you on the time in office report as not meeting the 3x8 hours, but the flag is cleared when cross referencing to Workday approved absence.

Think about it. It’s typical WF to build a report that doesn’t work. Even if you came into the office for 4 hours after your half day PTO, you would still be flagged for being under the threshold. My advice is to stay on top of your own tracking and regularly check in with your manager to correct any discrepancies.

@ex This is mostly correct but PTO needs to be 8 hours to count for the new time in office reporting. This time in office reporting is completely separate from the existing in-office activity reporting that all managers have access to. The existing reporting is where swiping your badge once or using 4 hours of PTO counts as a day in the office. For now, the new reporting is being used by OC+1 leaders to find employees spending <5 hours or 5-7 hours in the office, focusing on 12 days in office from the past 4 weeks.

right now, any day with PTO is counted as an 8 hour day. travel days are also counted as 8 hour days.

To other questions in the thread, this reporting is only avail to DRs of OC and their delegate. there are plans to roll out to same level as attendance reporting.

for those asking about leaving for lunch, etc. - it's your first badge in OR network login compared to your last badge out OR network activity. so if you go out for lunch that's still part of your office hours as long as you come back after lunch

@eb Since we’re almost a month into the 8 hour mandate, I asked my manager for the data in my latest 1:1. I knew I was hitting the mark, but I have this fear of being under 8 hours because I left to use the bathroom or get coffee or stop by a colleague’s desk on another floor. They couldn’t see the hourly report, only average days in office. So apparently even management down to a certain level isn’t privy to the WFS in office metrics special sauce.

I’m keeping it 8+, but I fully expect a “gotcha” moment from two levels up if I ever fall below the secret threshold. If anyone from senior management is reading this, do the right thing. Make all of the metrics available in a dashboard for employees to see. I had more visibility into time tracking when I was bagging groceries as a 16 year old & punching a time card.

@b9 Silly, doing what makes sense for us is irrelevant, even if it's the same exact amount of time we're being told is needed. In your scenario you'd also show up as averaging 4.8 hours per office day, so you'd definitely get flagged on the reports. I was doing something similar and was averaging 4.9 per office day even though I was actually in office more than 24 hours a week. My boss told me to just do the 3, even if it meant less in office hours. The logic behind this is mind numbing.

@b9 In that scenario you would get credit for 5 x days in office but only 1 x 8 hours in office. So missing 16 hours despite the other 4 x 4 hours.

What if I want to go in every day, 4 days for 4 hours and 1 day for 8 hours? Is that bad? It seems like they should like it, (They being worthless bean-counting phuks.)

The way it was explained to me made a lot of sense. So there are 2 boxes to tick: 3 days in office(or 5 every A/B week if you're on alternating weeks)and 8 hours average when you're in office. PTO for a half day(or full day of course) basically removes that day from the average formula, so the formula runs based on the days you're physically in the office and you must average 8 for all of those. But you get credit for the day and hit the "days" check box.

Made a lot of sense, and I haven't had a single issue following that(take a lot of half PTO days but meet my 8 whenever I'm in office). So assuming this is close to accurate at least.

@ar Except that it’s not that simple. As it’s been explained to me, there are two boxes that need to be ticked each week: first, the appropriate number of days in the office and second, the appropriate number of in person hours for each of those days. The half day PTO ticks the “days” box, it does not tick the “hours” box.

Obviously the lower stat for that week can be explained away, but it still leaves the box not ticked.

This thread shows why we need more layoffs.

It’s really simple people. Depending on LOB, you may have to be in office 3 or 4 days a week.

1 half day PTO reduces the number of days required in office that week.

1 half day PTO counts for 4 hours of work in a day leaving you with 4 hours that same day you have to work.

That’s it. It’s that simple.

4 hours PTO is counted as a day in the office, but it does not mean you worked 8 hours; you still need to work the remaining 4 hours from home, obviously.

@a2 it’s because they’re a holes and want you to be miserable.

I don’t understand why managers act like this isn’t a big deal. I have been compliant since the buildings opened back up, but now I have to concern myself with some report if I have any deviation during a work week or something causes the report to be incorrect. It’s trickling out that ‘26 will be about managing out instead of laying off. Understanding the metric to make sure that I stay off of this report is pretty important, wouldn’t you think? I don’t want to be fired.

I know we gets tons of questions in here about what equates to what, if we will appear on a report or be fine etc. what I find frustrating is (and assuming) most of us want to be compliant but since this is being used to potentially impact our year end ratings we want to know how we are being monitored and what metrics are being used.
In a recent town hall for Audit the leader was asked a question on if a dashboard would be available for review and instead of recognizing that their is a lack of expectations and the metrics used can falsely appear we are not being compliant (example coming in a 4th day for in person meeting or simply stopping in to pick something up) he got frustrated and asked why we are still talking about it. That it has been BAU for 2 years and everyone should know what they are doing.

Anyways. If leaders lurk here… just be transparent so we can make you look good by being compliant and keeping reporting clean.

Yes, 4 hours PTO = 1 full day (8 hours) in the office. HR manager here.

@a2 it is listed as in office day and lumped with holiday/pto that is why.

Yes, 4 hours PTO counts as 8 hours in the office. Our team is having to take 4 hours PTO on the days they cannot be in the office 8 hours. We are told not to come in at all unless we can meet 8 hours or your daily average will be impacted. Last I had to come in a 4th day for an in-person meeting and I had to stay in the office 8 hours. As soon as I hit 8 hours I was out of there!

@a1 thanks. Thats what I thought too but wanted to check consensus on this.

why would a half day of PTO equate to a full day worked? Wouldn't that be a full day of PTO?

Let's use some common sense people.

for the guidance page out there they define in office as being 8 hours so if they then further state that 4 hours counts as an in office day then one can infer it to also mean 8 hours. that is what I am going by until they provide actual clarity and an actual policy. I'm sure there will be lots of conflicting info around this, even from hr.