Unpopular opinion, I know but it is the truth. ElCrazio, Gumbo and the loser "executive" squad are looking for targets. Do not become one. News is that other goals do not matter and doing extraordinary work will not save one from termination if they do not meet the RTO goal.
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For all the complaints regarding accuracy for vacation, sick days, etc..
It takes less than 2 minutes to pull an employees workday profile and verify in office percentage vs scheduled vacation time, sick time.
For employees that travel or have offsite meetings on a regular basis (Relationship Managers)
The requirement is much more lax.
In the end, the RTO policy has a greater negative impact on non exempt employees.
I’ve done reports for my senior leader, and was told to flag anyone under 70% to get justifications for (vacation, work travel away from the office, sick days - anything that should be discounted).
I believe the workday task will be for anyone not being at 50% or greater adherence.
So the compliance if compliance is now 100%, what happened to how they calculate sick days, jury duty, vacation, floating holidays, volunteer days, etc? They never expounded upon how the metrics were used for RTO compliance in consideration of the aforementioned factors. It is impossible for anyone to be 100% compliant unless they never took any time off for any reason.
This company is going to the dogs. It also seems like a good excuse to cut a lot of folks right before the holiday season without providing severance and using a poorly executed RTO compliance policy as an excuse. Good luck to all. Hopefully the market improves soon and those who wish to leave for better opportunities can do so, very soon.
Question for the managers, what % do you need to not be on disciplinary warning? Right now, I am at 60 percent every month. Will I get a warning?
Later this month Managers are getting a task in Workday requiring them to issue a formal disciplinary warning to anyone on their team who's not complying with RTO per the existing tracking report available in WD (which just tracks badge scans and assigns a % compliance score based on a target of 11 in-office days per month). This is the initial formal enforcement action. I'm guessing a formal PIP would be next for those who continue to be non-compliant. For the record I despise RTO and think it is completely stupid but this is where we are. Suggestion is that you look for another job if you plan to continue to ignore RTO because you will be involuntarily severed if you ignore.
@a1 On what grounds could someone sure for being fired for non-compliance with RTO? Not coming into the office isn’t a protected class. Unless you can show you weren’t coming in due to a disability the company refused to accommodate after going through the full HR process. Employment in all states except Montana is at-will.
In all the meetings, all they talk about is 100 percent attendance for RTO.
They don’t care about production, just 100 percent attendance.
So be sure to decline any additional work and tell they you are overwhelmed because it doesn’t matter I what you do, it’s alll about 100 percent RTO.
Anyone with a RTO goal and under 50% compliance needs to start looking for a new job.
"Discretion of the manager" is old news. Reliable tracking mechanism does not matter as they are not looking for those missing the goal by a few days. They have plenty of low hanging fruits refusing RTO and at 0% compliance.
Please provide the "news" you speak of. Given there isn't even a reliable tracking mechanism in place that takes into account sick days/jury duty/vacation/etc., it's entirely up to the discretion of the manager.
They'd be opening themselves up to potential lawsuits if they fired people for RTO without carefully tracking whether they were actually violating the policy.