Anyone else being told they need to make up vacation or sick days to meet the 3 days in office mandate? This is opposite of what the guidelines stated when rolling out the HUB.
32 replies (most recent on top)
@jr I mean this is fine if you only take a few days off here and there. But you take 7 days of vacation, you get sick after your vacation and miss a couple days, then you've got a sick kid and miss a couple days. If you have more than one kid you could miss 5-6 days really easy. It's pretty easy to have life happen where you miss your quota.
There are problem people who just don't come in, but those that are genuinely making a consistent effort....just leave them the fu-k alone. RTO won't improve our stock price.
Plan to meet your minimum commitment early enough in the month so a later problem doesn't impact you?
If you wait until the very end, of course you have no leeway for unexpected events.
No but you can be sure to come in on enough other days to make up for it. Use a smidge of common sense every now and then.
Time your vacations better. 11 days is 11 days, and I'm sure you can find ways to adjust.
Yea, I was trying to to submit vacation and couldn’t find it.
Then Clicked on absence and see vacations are now called absence.
So if you take a vacation , you’re absence from work.
Why this change???
I noticed that instead of taking "vacation" in work day they now call it an "absence".
Weird change. Related to RTO / future rules changes ??
How can you plan not to be sick the last week of the month? Not like a sick day would mitigate the requirement
I have heard there will be new expectations published very soon and we will be making up the random sick or vacation day. As of now senior leaders saying we have to be in the office three days even if we take two days off IS against what is on the CURRENT FAQ, if you are written up fight it with HR. My guess is not enough people quit or our 1990’s system is too horrible to take sick/vacation days out of the equation so it’s easier to force employees in more so senior leaders look like they have good little soldiers obeying.
@ew so basically everyone best be coming in 5 days a week for badge swipes to get the allotted amount as soon as possible each month. because gods forbid we look at performance and not some arbitrary number of days and a-s is in a desk in an office. That would make too much sense.
The amount of time and resources being picked up by RTO bullsh-t is absolutely not helping our stock price. Maybe if the managing committee and CEO would focus on hiring in talent to generate money making ideas...wait no that's too logical. As--s in desks. That's the answer to our stagnant stock price.
You can’t plan for every illness….. Or weather even.
Our entire group was told it's 11 days a month - period. We can no longer use PTO as in-office days. Our manager has no control over it as they disagree with the policy also. If you take PTO you are supposed to figure out what weeks you can work more than the standard 3 days to balance it out. Policy is from senior management and if it hasn't affected your group yet, it will soon because managers will have to meet reporting metrics. This will affect their (and your) raises and bonus eligibility. The pressure is on.
The bank is looking at it as total working days available. Example February had 19 working days after the federal holiday. Out of those 19 you figure out what 11 you can come in. It doesn't matter that some months will be a little off bc lack of working days with PTO days added together. Anyone regularly below the goal threshold will be a target. As to my knowledge an "acceptable" % of goal has not been established at this time so the expectation is 100% met.
Currently the calculations do not account for PTO or sick days into your days in office. It’s my understanding they are working on it. If your manager has common sense and you’re out 2 weeks they know it’s cause of vacation and not you not coming in on purpose. That’s where the manager discretion still comes in.
@dq seems like this executive is directly at odds with the faq and this is the stuff they need to get straight. The FAQ says that you do not need to make up days if you're on PTO.
This is what I was talking about in a comment further down about the fact that there isn't any consistency and the information is contradictory.
I don't disagree that they've given us a LOT of leeway, but also just tell us how many godda-n days we need to swipe our badge not to get fired. That's literally all we ask.
I was told clearly by an executive level manager that I need to make up PTO to get your 100% of RTO regardless of what the written policy is. He said HR/upper management doesn't care, nor look at your vacation or sick days taken... all they look at is the % of badge swipes per month...no excuses. He then went on to wax poetically about how this company has really bent over backwards to help their employees and that 3 days a week isnt bad at all considering other companies are forcing full 5 days a week. Oh, and this will effect end of year bonuses and raises as well.
Think about this rationally.
If you have 3 weeks of vacation, buy an extra week, take 5 days of sick time, plus 11 federal holidays, that’s 36 days.
You would need to work in the office 5 days a week for over 4 months straight just to make up the time. Assuming the makeup time is the 2 wfh days each week.
The official directive is three or more days a week.
The only place I am aware of that mentions 11 days is on a manager only article in the HR site where it talks about how the calculation is done on their report.
It also clearly states in the FAQ that you do not need to make up days in the office from vacation. If you take 2 weeks off in a month of 4 weeks, that manager should be fine with seeing 54.5% on the report.
There are some clueless managers out there. Open a case with HR on their site using their chat. Get it in writing that if you take 2 weeks off you are not required to make up the time in the office that you missed.
Show that to the id--t manager. Some of us managers out there like myself aren't id--ts and realize that if people are out of the office they're not going to hit their 11 days on the report.
@b7 those days won’t count. If you’re sick, stay home and log a sick day.
I have a team member who took two weeks off this month, and then they got sick after vacation. They came into the office every day still, and the manager keeps sending them home after badge swipe.
3 or more days in office each week and 11 days per month to reach 100%.
I was told PTO days essentially counted as in-office days. I think your manager has to put in some exception though, cause their stupid reporting can't figure it out.
I’m annoyed by it. Because anyone less than 11 needs to be spoken for at the evp level. Why would I volunteer or do a training or offsite or whatever when I have to make it up.
You also better believe people come in sick cuz sick days don’t get applied either.
@ae we're not here fighting it. We're talking about the fact that they won't give concrete direction at this point.
We all hate it, it's no secret and they don't care. We want to know how to baseline comply to stay employed until the job market turns around and we can vote with our feet.
The policy specifically states PTO does NOT need to be made up. I suggest you download and keep the faqs now. If your manager says otherwise, show them the faqs. The badge report is not linked with time off in workday, so if you have any PTO, your % will take a dip. EB even said on the last town hall that they were aware of that and are working to correct it. NOTHING published shows 11 days, and some months the % is based 12 days.
It clearly states it’s 11 days a month and it clearly state you are not expected to make up days if you are sick , vacation. Etc
But in meetings, we are just told we are expected to be in 11 days. We raise questions about sick days, etc and they keep repeating this 11 days expectation
I don’t think they care anymore
I have heard several different messages over time from the same leaders. They can’t make up their minds on what they want despite it saying explicitly in the faq you’re not expected to make up time spent during the week you spend out of the office for your pto. 11 days a month does put you at 100% compliance for the month but that number is impossible to meet every single month with the time off you take. If I had to guess it will probably be changed again to put it in their favor to drive morale down further. That’s what they love to do.
I'm being told the same thing, 11 says will need to make up the time. This is a top down communication.
@a6 I think this is what they're changing their expectations to without actually telling anyone. I, thankfully, have an email archived with the 11 day specification laid out. It also details that managers should be flexible with the number of days per week as long as that employee gets 11 days.
There's other details in it as well, but the 11 day thing is real. Don't let them gaslight you.
@a4 I was recently told by management the expectation is 3 days a week not 11 days a month. Manager said " I don't ever remember hearing anything about 11 days a month." The gaslighting and back and forth is exhausting.
@a3 I'd go to HR with this, and make them give clarification of expectations. That's absolutely bullsh-t.
Everything I'm hearing is "get 11 days". Which is totally contradictory to the FAQ. If I'm out on vacation for 2 weeks in a shorter month even going in every day sometimes won't get me to the 11.
It's all d-mb and I'm really tired of all the back and forth.
Yea, I had a meeting because I was only 60 percent. I told manager I was on vacation.
He told me I need to be 100 percent.
WTF
@OP Policy states making up time for vacation, volunteering, or bank holidays isn't required.