I am supporting a team member with an accommodation to WFH due to a chronic illness. The likely balance will 50 percent in office and 50 percent at home. Totally genuine health condition, superb employee. In all seriousness, will this impact their job security?
All 'what job security ' type jokes not required.
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@at That is NOT true. There may be a hit on SMEs leaving but this board has been promoting that for a while and BNY has not gone under.
While this board posts negative comments - the firm is still generating revenue to the extent that they can afford to spend Billions on technology capital expenses.
They have an army of consultants who get paid in real dollars
The earnings call does not show that this firm is drowning. So please realize these SMEs are drop in the bucket
I also may feel important, but reality is when I leave nothing happens at BNY - they just move on.
All they will do is find a reason to give the employee doesn’t meet expectations on their review and then they can legally lay them off.
Realistically, anyone who works from home (even with legit illnesses) can be expected to get a “not met expectations” rating and be forced out. I’m expecting this to be forced out this year.
I work with quite a few WFH people. Only one that I know of has a medical accommodation.
We've been told (unofficially) that all WFH positions will be eliminated at the end of 2026. It'll be interesting to see if that actually happens, because if it does, they might as well tell our clients they're shutting down, because most of our technical and business knowledge will be gone.
I’m a former manager and have an accommodation.
Unfortunately, yes.
Over the last several years, they’ve moved me into roles that are SVP level. Every peer I worked alongside in those roles was an SVP. Instead of posting the jobs, they just shifted me into them under the excuse of “restructuring,” kept me at VPR, and didn’t give me a single dollar increase.
When I was a manager, my director told me that leadership wanted to limit mobility for employees with medical accommodations, the same way they restricted people whose home offices were eliminated (like Oriskany). He also said we weren’t allowed to hire anyone new who had an accommodation. HR got involved, and after that he told me to “disregard” what he said and refused to talk about accommodations again.
RA doesn't necessarily mean doom. But whether they stay or go depends entirely on upper management wanting them to stay or go. Is their job valued? Are they valued? Are they older, paid well, and / or based in NY. Those are the main factors and eveything else is just incidental and used as needed.