I have a friend in management who is telling me they have already told their FEP department that anyone who is salary will be required to come in 3 days a week starting 9/1. We know that Managers & above start their 3 days in July, but everyone else salary will be starting in September. Has anyone else heard this?
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@hz can you provide a link to that?
If you have to go in and work with associates - wear whatever you want - if you are not customer/provider facing - it has no relevance what you wear.
If you want to bring your kids - bring them - I don't care
And I am a manager - reports are available -Directors will be pulling them - along with Managers - there will be NO WAY to avoid putting people on disciplinary action and termed if you do not go in. You may get 2 weeks "to get it together" but no Manager will be able to protect you. No matter how much they would like to
But know this - your Director and your VP will be getting a pass - they are now -
@zx I wear jeans and t-shirts to the office too! Why should I dress up? There is no one to collaborate with and I don’t interface with members or providers. It’s bad enough I have to drive to the office, making me buy a new wardrobe with the cr-ppy a-s merit increased is just asking for too much.
I was hired as strictly Remote. I was told the rest of the team was in another state, so no reason for me to even fly in for any training or onboarding . I’d never have to go in. And now they are taking it all back with no compensation to accommodate this change that they sprung. So sorry, I don’t have a business casual wardrobe and I can’t really afford one so Im wearing jeans and T-shirts. I have no intention of complaining about anybody bringing their kids or spouses in because I know they’re in a similar boat , bring your earbuds or headphones.
@hf there are reports for management. Will you get fired? No idea. Will your manager know? Absolutely. You don’t want that.
HeII, bring the whole extended family. It'll be like a combination of Romper Room and a convalescent home. What could be better?
@px why not?? lol…I was just in the office and saw about a dozen children and also a few spouses in there with folks.
Bring your kid to work. The new office setups have funky seats they can jump on.
Nobody is saying we expect for any employer to be responsible for childcare needs. No person with common sense expects that. What we ARE saying is some of us accepted positions that were virtual or hybrid with one day in the office with the ability to care for our children (amongst other things) in mind. Now we are scrambling trying to figure things out. That’s it. We’re still not expecting any sympathy from the company because let’s face it - sympathy isn’t their strong suit. WE’RE JUST TRYING TO FIGURE THINGS OUT. Sheesh!!!
It’s not your employers job to be empathetic towards your child’s needs. That’s your job as a parent. So you should be responsible for childcare when during work hours, just because you work from home, it doesn’t exempt you from working a full 8.5h a day. If you were in the office, you wouldn’t be bringing your children to work. That’s common sense.
See what a toxic environment will do to people - makes them heartless, nasty or helps them become what they were hiding.
New Hellavance motto - "Better you than me"
Please remember you don't know what anyone is going through try and be kind -
Many people took this job years ago because they could work from home - here are some reasons below - and if they are not meeting their metrics/goals it shouldn't matter if they are remote or not - deal with them
WAH because:
- it saves me on gas, meals, wear and tear on my car, time
- it allows our family to only have one car because I don't need to drive to office
- I have elderly parents who live with me that allows me to make sure they are ok
- I have kids that I can get from the bus stop in 5 min (like a potty break amount of time) and they can do their homework and I don't need to pay for after school care.
- I would not have accepted the job if it was not remote -
- Countless other issues -
For all the people in this thread coming for @dy and @ds consider this:
- Not everyone can afford childcare that can easily cost more than a mortgage.
- Some people have special needs children that they just can’t dump in a daycare every morning.
- You don’t know what arrangement the person has with their spouse, family etc that allows them to keep their kids in the home while they work. Ex: spouse works night shift while you work day shift.
Just be kind. It’s already super stressful dealing with a constant layoff looming over your head along with being worried about having to RTO and make sure your kids are cared for properly when you go. Some of us have been working at home 15+ years. We had children while we were WAH.
The folks in senior leadership making up all these d-mb a$$ policies are our adversaries not each other. Not only are they putting these policies out to drive a mass exodus of folks out the door without having to pay supplemental but they’re also doing it to instigate infighting between us.
I know the “your kids shouldn’t be home while you’re working” crowd is going to downvote my post to he-l. But these are just some point to consider.
@d9 What i read in the article was anyone at a particular grade and above regardless of whether they are a people manager. I don't manage anyone but I am required to RTO if I want to keep my job.
@dk Expanded RTO is a deal breaker for me too - busy using up all the PTO I saved for a wonderful vacation.
@hf I'm pretty sure if you do not go in you will fired for insubordination. I have volunteered to be RIF'd at least 3 times. But here I am with double the workload and a requirement to go into the office. I don't even work with the people in the office near me.
@hx Thank you! I found it and I thought I’d was pulled but not. OP is trying to stir the pot. I’m not FEP employee but the Pulse article that was published June 5th 2025 clearly states that there are no plans to move all Hybrid 1 associates below people manager level to hybrid 2. Go look it up yourselves if you want. Don’t get paranoid. Thank you for letting us know this article can still be viewed!!!!!!!
@f5 The article wasn’t pulled. If you search you can still find it. It’s just not showing up on the main page anymore. It still says the July 14 info.
@hf fired. No unemployment.
Might want to consider this is happening to get people to quit without paying severance through RIF. Other big companies are doing it for that motive.
Does anyone know if you do not go in, are you fired or will you be rif'd and get sub pay? I am still doing all that is expected of me but also hoping to get rif'd at some point so I have the time and financial security to do a good job search an maybe get in some training too. I am worried with RTO being used as a way to reduce without providing supplemental unemployment. I worry the longer I stay the less likely the sub pay will be around and they will eventually get rid of it.
@f5 why just FEP?
@e5 more than likely both are.
@dw Is unemployment not part of the RIFF package?
@dq The RTO article was pulled because it stated that only director level and people leaders would begin the 3 days in office on 7/14. They have changed that now and FEP salaried will be required 3 days in office starting 9/1.
What about people who live more than 50 miles away from a Pulse Point? Will they eventually be told to move closer to a Pulse Point or be RIF'd?
@e1 not intentional. Maybe you are filling something out incorrectly. Call HR for help. Should be a number on the separation packet
@ds just because you CAN, doesn’t mean you SHOULD
@ds might want to get on that waiting list now…..
@e5 yesssssss 100%
@dy nope, guess again. Woman with 2 children. Have been working full time from home for over 10 years. My kids were NOT at home when I worked. Sounds like you are the one that is ruining it for the rest of us…..
@dy working from home is not a replacement for childcare. This is coming from a female with children. If your child is not old enough to stay home alone then you should have childcare. Bc either your child is being neglected or your job is.
@e0 Yes, I filed for unemployment. However every time I submit a claim for unemployment in order to get my severance. Elevance disputes it. So not the additional stressor anyone would need during a layoff. Not sure if it is intentional with everyone that was a "Reduction in Force". Including denial of health claims.
@dw were you fired? If you were riffed then you do have to file for unemployment as it is a requirement for receiving sub pay.
@dv I hear kids crying all the time in the background of the offshore workers. I guess they can take care of their kids during working hours but onshore people can’t. SMH
to the poster who said this "Why are you taking care of children when you are supposed to be working???"
You are clearly childless or a man - you can work and have your kids reading, watching tv playing in your own backyard - when you make your breakfast you can make theirs same with lunch - or plan the night before and prep.
How does this prevent someone from working? Je-k!
@dw why did you work 80 hours a week. Maybe that is a you problem.
Honestly, you have a job. so many of us that worked 80 hours a week on 40 hour salary, were let go. Elevance denies unemployment like claims.
@ds I mean maybe this is part of the problem. Why are you taking care of children when you are supposed to be working???
@ds They don’t care. They probably do expect you to leave the kids.