Have the rules relaxed or it is still 5 days RTO?
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" Requiring that information would be a violation of the privacy of the person I was helping."
You make a valid point.
That said, under the law- they are entitled to request medical certification from a healthcare provider to support a leave request for a family member with a serious health condition.
Reasonable information: The certification form can ask for information like the date the condition began, its expected duration, and a statement that the family member needs care. In cases of intermittent leave, it can also ask for an estimate of the frequency and duration of absences.
Confirmation of family relationship: An employer may ask for reasonable documentation to confirm a family relationship, such as a birth certificate or court document. However, a simple, signed statement from the employee is also a valid way to satisfy this request.
Yesterday were told we would receive the letter in March or April 2026 informing us we must relocate within 12 months if we want to retain our employment with AT&T. We have only one person not yet eligible for retirement, so that news didn't even cause a ripple.
"You do have to be prepared to “prove” your caregiving situation, in the event it is requested. It’s all in the fine print."
Requiring that information would be a violation of the privacy of the person I was helping.
My team was instructed to FTW and move to Dallas or Atlanta by 4/1/25. About 50% of us accepted and moved or are commuting and travelling home every 2 or 3 weeks. They have now decided to relax their terms and are now letting those of us that are commuting, to work from our original office on occasion. My work location is the Middletown office. They even backfilled some of the jobs, in Redmond, for the employees that were located in the Bothell/Redmond location and chose not to move. We still are monitored for hours in the office and badge swipes.
..” found a work around by authorizing a bunch of caregiver days.“
There’s no work around and there’s no authorization required.
You have 120 hours of paid caregiver available to you.
You do have to be prepared to “prove” your caregiving situation, in the event it is requested. It’s all in the fine print.
So if you have a Boss that doesn’t like you much and you are doing the old 8 hours paid caregiver every Fri and Mon …you CAN get challenged on that and you COULD get canned if they deem it fraudulent. Read the policy.
I bring the Surströmming in on Mondays. Get the week started off right.
Nope. Moving to 6x8 shortly.
Absolutely not, employees in Dallas and Atlanta receive preferential treatment. Isn't it time you come and join us?
I'm in Dallas and haven't done a 5 day week since probably 2018. Just do your jobs well and relax.
But of course! They’ll not dial that back for ions (at best).
If you’re going to insult someone’s intelligence, you probably need to spell words correctly. Hire NOT Higher.
"5 days remains the industry standard."
5 days have not been the standard since around 2010.
"Those are your days off. Take them all, dommy."
Definitely use your care giver days before vacation since you will not be paid for the unused care giver days.
5 days
5 days remains the industry standard.
Caregiver days are not workarounds.
Those are your days off. Take them all, dommy.
Don't worry, our manager is a legacy DEI higher. She has her nose so far up her bosses rear that he probably signed off on the workaround as well.
Business as usual
No, but in Alpharetta the managers found a work around by authorizing a bunch of caregiver days.
Wouldn't you like to know.