They eliminate the employee handbook years ago so we are expected to take the word of our "leaders". Without documented policies around RTO, workday hours, PTO (unlimited especially), there is only so much they can do.
I've told my boss I'm not doing anything that isn't in writing. I asked him to send an email to me with the hours he wants me in the office and he wouldn't.
NO ONE will put these ridiculous rules in writing because they know they won't stick.
Again, these are silent “rules” to justify firing anyone at any time. Are you crucial, rules don’t apply. Are they going to stack the deck against every employee to say “you aren’t meeting the impossible rules we set” to justify firing you; yes the will. Is it a sinking ship that is deploying anchors, yes. “Rules” are to insinuate and confuse people into volunteering more hours; but the mo--ns that thought of those “rules” now regret no one is opening a laptop after leaving the office. So rules can be bent, rules might not apply; but one thing is for sure, all rules are stacked against everyone, so following the rules or not following the rules has nothing to do with keeping your job. They will justify it anyway they want, it is not a blanketed system
I am not an HR stooge, but there are plenty of policy documents on Fuel on the HR Policies section.
That being said, there is Grey areas in the number of pto days allowed vs tracked against budget and headcount . . .
what's not "in writing"?
the RTO policy is in writing on fuel.
the hours in-office policy is in writing on fuel.
just because you can't figure out a simple search on the page, doesn't equate to things not being documented.
If you are intended for a severance package, do no more than what they have in writing. Five days a week RTO is in the writing, so does 8/9 hours in the office. That's all they get from me. I am also taking at least 35 days of unlimited R&R so their noses will bleed.
You know who else doesn't write down policies and procedures? The mafia.
I've seen cases where a company violated it's written procedures and policies, and when challenged in court, the company lost big-time. Not sure not having written guidance is a good path for any company.