I am in corp risk and my manager told me I am on the list of those not maintaining 8 hours in the office.
We are warned to maintain 8 hours otherwise it might be used in performance review.
This is becoming scary.
48 replies (most recent on top)
@6mp+1k6bqvvwy, adults engage in responsible family planning. They don’t have kids unless they have the resources to take of them, including their daycare, education, and transportation. Failing to do that, and then expecting shareholders and coworkers to subsidize you by tolerating your absenteeism during work hours, is irresponsible and indicative of a sense of entitlement.
In my department, the sacred 8-hour workday is enforced like a biblical commandment, but my manager treats it like a whodunit mystery. "You didn't work eight hours," he declared, eyeing me like I was smuggling time in my pockets. "I was here from 9 to 5!" I protested. Undeterred, he turned into a human stopwatch, tailing me through the office like a paranoid bloodhound, scribbling furiously every time I hit the restroom ("That's three minutes!"), clocking my lunch bite-by-bite ("Sandwich at 12:07, unauthorized chewing detected!"), and even timing my blinks as "micro-naps." By day's end, his tally sheet read: 7 hours 42 minutes of pure labor, minus 18 for "suspicious hydration breaks." I handed him my resignation letter, timed to the second, of course
@6kw there's no such thing as an accommodation for picking up your kids
they've really made it virtually impossible for people to function as adults
I put in for an accommodation to pickup my kids at school after 5 in office hours (I work in chandler) the drive home is almost an hour at which point I have meetings to attend after I get home so I login and work. My manager said they may not approve it.
Warn schmarn. Not doing it. Let the chips fall where they may...
@wa as a male that’s also creepy
Yup just got a warning from my executive in corporate risk about leaving early he said it August and September not even my manager said anything it was the director he told me about 20 percent of the staff he will have to talk to that are leaving early not only me he said it won’t affect performance review this year but starting next year it will so he said you need to average 8 hours but he said if you need to got the doctor or something it’s fine and yeah he said 4 days are starting in Jan 2026 so if your leaving early without a valid approved excuse stop it the fun is over
@OP I just got warned but not for not doing 8 hours for sound less than 8 in the office which was the standard until 9/19
When I didn't get the memo. So I was doing 50 hour weeks. Now they get 41 hours and 5 hours 15 minutes of calls or keyboard productivity. Stupid but I don't like being told "You are being watched" as a female that's darn creepy
Corporate Risk is 8 hours a day, 4 days a week Jan 1.
Last week every manager in the entire US got an email saying 8 hours a day in office (not just corporate risk) It said managers are expected to share with their teams.
I have not seen reporting yet but some other leaders have, it’s coming.
I work in Charlotte and I have a friend who comes in at 8am and leaves early everyday 11-12-1pm max I know for a fact because we work in the same department. I asked him if he had ever got in trouble he said no he’s been with wells for 2-3 years I am just hired about 3-4 months I usually leave at 1-2:30pm I try to get 6 hours I have a big commute 40 mins and if I leave at 4-5pm it would take me 1 hour and 10 mins to get home Charlotte gets crazy traffic . I will leave by 1-2:30pm everyday when I am in office . The job I do you do not need to be in office you can do it remote honestly and when people say that they jobs are getting shipped out if you work from home they already are I work with so many people from india it’s crazy
@kv Are the numbers reflecting less time than you actually spent in office? I've heard they're bad about taking PTO/holidays into account, but if that doesn't explain the gap you saw, I wonder how we're supposed to make our numbers.
So true. Heard the same thing from our manager today. A report was pulled for my one on one. I am in Chandler. Heard they can now track duration of time on in office company network on your laptop. But the numbers don't seem to match....too weird
Diversity consultant/trainer caught in profane tirade at McDonald’s. This happened in Ypsilanti. She’d just attended a conference in Detroit.
https://www.youtube.com/watch?v=QR5GAeOeOs0
She’s still employed but her coworkers (who could be compared to nervous Polynesian villagers living on the slopes of a volcano) keep an offering of Snickers bars handy in case they see storm clouds gathering on her face.
@fm I'm crossing my fingers for at least one "Pulse" survey before the next global. People under DF need to hit the surveys hard, give him terrible numbers. Maybe CS will start to see him as a reputation risk. It's worth a shot.
So glad I retired in Q2 of 24....found out this summer my cousins kid is being told to move to mpls or charlotte....felt sorry for her as shes in a very small city.
what a cr-p employer
@a5 isn't it funny that the DF and others tell us continuously, "were listening to you, we read every single global survey, we hear you, etc." Clearly you ain't hearing sht, because if you were it'd be pretty easy to see by those coffee baking and not ever coming into the office that WE DONT WANT OR NEED TO BE THERE TO DO OUR FCKING JOB. HOW HARD IS IT TO UNDERSTAND?!
@dr If they changed the severance policy they'd sla-ghter their ability to recruit anyone coming from another bank. If they did mass buyouts they'd risk shocking the stock price. Long term they are absolutely hollowing out the place, driving anyone with talent away with great force and ki-ling the motivation of anyone who stays, but the consequences of that hollowing out will be the next CEO's problem, not the people in charge now.
Got the same communication today. My manager was honest with us--if we don't get 8 hrs a day and don't meet RTO requirements, we'll get a Does Not Meet on our performance review, and that means no bonus and maybe a PIP. Manager thinks it's ridiculous, but their hands are tied. They asked how time-at-work is determined (network connectivity, Teams "green" status, what?) and were not given an answer. Couldn't tell us if locking our computers to go to the bathroom would read as 5 minutes "not working" or not. We're being told to do this and not told HOW we can be sure we're doing it right. It's downright malicious at this point.
These conversation with those of us not working 8 hours is the warning. The manager is putting us on notice that we need to change our behavior. No one is being dinged right now, but have been told the consequences will follow of the number don't improve.
It’s weird to me that they went with “let’s make this an awful place to work so a certain amount of (probably the best) employees will go find a better job elsewhere and we won’t have to pay severance” instead of simply “let’s just do away with or reduce the severance policy and then cut all the specific people we don’t want at once, and tell the people we do want to keep that they have nothing to worry about and layoffs are done.” Most of us don’t have any legally binding agreement requiring a severance payout, it’s just something they do since it’s industry standard.
Or even just rip the band-aid off and pay out severance. Paying people you don’t want or need for years in the hope that they will leave on their own has to cost more than simply getting it over with, right? Nobody’s severance is more than 14 months anyway, even including a non-working notice period. They’ve been twisting the forced attrition sc--ws for 5 years. They should’ve just fired everyone during “the great resignation.” At least then those axed might’ve found other jobs right away. And the severance costs would’ve been more than made up for in the years of saved salary since then.
Did they say how far back they’re looking? I’ve been mostly pretty good at staying in 8+ hours for the past 9 months or so, but if they look back further, they could see some ugly stuff lol
It is in writing. There is an article on Teamworks updates 10 days ago.
I got dinged yesterday showing i only went in 2 days last week, was showed a copy of the report, no hrs or other tracking yet. Maybe executives have something more detailed, maybe they don't not sure. But yes 8 hrs as the expectation is being communicated in consumer lending.
Got the same warning today from my manager. Office of the CTO. Need to be in office 3 full days a week. Thankfully my commute is very short but this is annoying
@c0 they would need to badge back in on the return showing they left at some point
OP here.
@c7 - under DF corporate risk - 4 days and 8 hours is expected starting Jan.
If you don’t get that memo from your manager, then you don’t work in corporate risk.
As for the warnings been sent beginning last week about those coming less than 8 hours , each group does this intimidation they way they see fit.
I myself did not believe it will go this far, until I got the warning.
I am tech savvy myself , and I know IT already can query how long you are in office even before Covid. All they need to check is your last connection to the bank network.
The data has always been there, not just used . It is like using a router at home, your internet provider can query how long you are online each day- no big deal
Since this info is not coming from HR, I am not worried a bit.
Sometimes I have to work on weekends if we get a request on Friday for something urgent. So sometimes I work 60 hours a week.
HR told my friend couple of months ago, they don’t track hours, so my guess is some people snitched to DF about coffee badgers , and he got mad and started this scary intimidation.
I don’t understand how you could be warned about something that hasn’t yet been communicated broadly, isn’t a policy, and isn’t even in writing.
I am in Corp Risk, and we did NOT get any warnings or communication on this. Was it a broad CR communication or group specific?? Reading these posts and wonder if we work in the same company..
I know someone who is planning on using the following plan to allow themselves more “flexibility” with this new BS rule. Now keep in mind this person lives less than 10 minutes from their office and their direct manager doesn’t work in the same office as them.
The plan is to head into the office as early as possible, claim a desk by leaving their stuff there/log into the system. Then leave for a few hours and come work from home. Then go back later in the day for a few more hours, take a few calls and go home once the 8 hour mark hits from the time they initially logged in. This persons building also doesn’t have a badge out exit requirement, just badge in.
I’ll be curious to see if they can pull it off. Anyone in the know have any insight on if there’s anyway via the way Wells Fargo is tracking that they could be exposed?
@a4 what warning? @everyone not seen it
100% confirmed. Our manager was so embarrassed that he just copied and pasted the email he got. But I’ve heard rumors the reports aren’t accurate yet. Can you imagine being such a bad leader DF, that the only way you know if people are doing their job is by badge swipes? Did CS say what we were doing seemed yo be working?
Derek Flowers cashed out more than $2m in WFC stock in 2024 alone, based on public reporting. This is the guy who's reportedly "furious" some of his people might be trying to strike a balance between their families/home life, and their $70k/year job
I’ve never seen an @op defend their post so vehemently.
@op , did you ask to see your report? And you can ask GROK, Gemini, Copilot, your neighbors dog and Miss Cleo for all anyone cares. None of those are authoritarian. Exempt employees absolutely can be required to be physically in a location for a given number of hours determined by the employer.
No one has to believe me, makes no difference to me. Review actual lawsuits and case law, don’t take my word for it.
I, for one, will continue to be onsite for nowhere near 8 hrs each RTO day until I’m actually caught/admonished then I will revert to 0 RTO days until terminated for cause.
OP here -
Funny I just checked with Grok AI about minimum or maximum hour expected of an exempt employee.
Its answer is that by federal law :
company can’t set minimum or maximum hour for exempt employee, only thing is that the job gets done.
I guess this is why they can not fire anyone but only intimidate on the idea of 8 hours.
I remember my friend a couple of months ago who got remote because of some illness, HR specifically told him they don’t track hours worked.
Flowers is a dou--e! What a dinosaur!
The performance cycle is over in a few weeks - so there’s that
So funny what levels of evil the "executives" will embrace to force attrition and not give a package.
I suggest that you demand a communication from HR, not hearsay from your manager - this is how WF escapes being sued. DEMAND A WRITTEN COMMUNICATION as to what exactly your in-office requirements are, by law.
@OP here
@ab - I guess they can just use first time badge in to building and last connection time to the bank network.
@aa - my guess is that it is all about attrition. Like you correctly pointed out, they can as well just focus on the offenders, but they use that excuse to generalize it.
I am sure if they could fire people for it, they would have done it. They probably figure they might lose in court since it was not explicitly communicated before and we are exempt employees.
How do they know how many hours people are averaging?
@a5 it's that 2nd to last statement which is why we'll all suffer. It's always managing to the lowest common denominator. Instead of singling people out, we all get tougher rules.