If the company is standing firm on RTO and soon going to 5 days, why in the world do they continue to hire remote EMG!?! My area, we just got a new ED and he’ll be working remote from Tacoma, Wa.
Pre Covid USAA, while they did interview EMG who weren’t near an office, part of the offer was they would need to relocate within 60miles of an office site.
What skills do you have other then getting that brown all over your nose? You must be an entitled remote EMG. Don't worry...USAA will eventually sc--w you too. And it will be delicious when leopards will eat your face.
Keep licking those boots you troll.
@ws+1jn6g0qqp
No one wrote that retaliation does not exist at USAA, which it does. The comment was regarding the example provided, which would have been classified as insubordination and not retaliation. Big difference.
@rv+1jn6g0qqp
Yeah ok bro, retaliation doesn’t exist at USAA.
@p4+1jn6g0qqp
I think the proper word you should be referencing is insubordination. There would not be any backlash for terminating an employee for insubordination. Retaliation does not exist in the example you reference. Do better....
The ED in my area openly brags about racking up the travel points on his personal credit card (remote in San Francisco) and having the company reimburse him each month.
It’s actually laughable. Leadership actively talks about solutions to boost employee morale, but suggest offering an extra day of WFH and you are chastised. We have all but been threatened not to ask about WFH in any capacity in any forum. We were warned before the town hall, and again degree meeting the new CEO. They speak of doing things that don’t cost money because the bank is hemorrhaging it (but don’t you dare cut the leadership travel budget or executive level corporate bonuses). I wonder what costs zero dollars and would be an instant morale boost. It really is quite the conundrum.
That’s retaliation if they fire someone for speaking out against the RTO policy. USAA is in deep enough waters with the OCC, I doubt they’ll want another govt agency (EEOC) poking around.
Either find a position within USAA that has a more flexible schedule for remote or move on to another company that offers the flexibility you require. The nonstop complaining about RTO is really getting old and will end up getting you fired. Think smarter and do better.
Skill set has nothing to do with it, if the BOD wants everyone in office, then stop hiring remotely, if the candidate refuses to move closer to an office, then don’t offer them the job.
EMG have the option of working from multiple regional offices, yet many still spend excessive amounts on travel instead of committing to RTO like the employees they manage. This not only wastes USAA resources but also reflects a lack of true leadership commitment.
Why are we doing this? Because that level of talent doesn’t want to move to San Antonio!
Don’t be upset that they’re hiring execs to be remote, but not you.
Be upset that you don’t possess a skill set that forces companies to make exceptions because they need you.
USAA is mandating a return to office for its employees while allowing executives to stay remote. Leadership should lead by example. If executives refuse to return, they should be held to the same standard as everyone else—no exceptions. A company’s culture starts at the top!
Sell the Bank and move the Hq out of SA.
This is a direct result of the hypocritical and lazy leadership that WP has provided to the USAA workforce as CEO. I am no fan of Andy Jassy or other CEOS like him, but at least he had the ba--s to tell remote hires that they needed to move to an area where they could commute to an Amazon office or they needed to find a job elsewhere. The leadership provided by WP is the worst of both worlds. Too hypocritical to allow a more sensible hybrid policy and too lazy to enforce his actual hypocritical policies across the entire USAA workforce in an equitable manner.
It likely won't get better next month given that a board member, who was supposed to be supervising WP and his hypocritical, lazy, and useless policies, is now the CEO. I'm sure that there are trolls waiting to respond with "Go find a job elsewhere if you aren't happy at USAA". My response is to fight for the USAA culture I started out with. Why let the legacy of WP be that he destroyed USAA and made it just another sh*thole corporate organization to work for.
If in-person collaboration is essential for success of USAA, shouldn’t that standard apply to EMG as well? Why the double standard? Employees deserve fairness, transparency, and equal treatment.
Su-ks to su-k
Surprised they’d do this after running off so many strong remote employees.
The rule should be if they even have one meeting on zoom the NOBODY should be required to come to the office. Period. Fu----s.
It gets worse. They then spend travel budget to come to HQ every week on top of the higher salary demanded by high cost remote locations. It’s a racket when the exception becomes the rule. We don’t have budget except for some.
Well, its called Justice "Just US"
Take it as admission that USAA can't attract the talent they need without remote work. The bulge bracket can pay up, even with RTO. USAA? not so much.
Double speak has lost so much trust...
Rules for thee but not for me
It’s business as usual.