As an FYI... HR is continuing to reiterate to managers that they CANNOT ding anyone in their review/performance for not complying with RTO.
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I got my chicken tenders so that’s all that matters, I don’t even care if I am rated meeting expectations consistently or inconsistently. I’m coming into the office as I’m asked to do and eating chicken tenders in the clock. I’m essentially getting paid to eat chicken tenders. Find a job that you love and you’ll never work a day again in your life. That is my silver lining in all of this madness.
Nice try troll but this is false. I left in 2022 because it was already used to ding me on my review. But thanks to the sorry excuse of a mgr I am now working for a better firm.
Which side would you error on? You can take a small chance that they won't, but then you're up against a 95% chance they will. I've even heard those folks are encouraged to quit or find something else if they don't start coming in
D-mb stupid post. They can and will use it against you. FRTO
100% not true. If they catch you skirting the rules you will be punished. There's a few levels if warnings, but you will get fired.
You won’t be here for end of year review. You will be fired. FRTO
It’s insubordination. There is a policy on that.
It’s a policy violation, so how wouldn’t it affect your performance. They are now looking at employee behavioral concerns, which non compliance with RTO would fall under. As someone who works in Conduct, this is 100 percent accurate (that it will affect performance)
Please do not listen to the OP. In our area, failure to comply with RTO expectations will absolutely effect your performance review and will lead to termination.
Maybe people will now understand the shift from “Return to Office” to “In Office Expectations”. If they set an expectation that you in the office three days a week and you cannot do that you are obviously not meeting expectations and will be rated as such.
Fake news
OP if you aren't a troll and you legit hear that from HR, I'd be careful in listening to them about anything, because what you have said is absolutely false. And it doesn't have to be hidden as something else like collaboration as others have suggested. I am a manager and I can tell you for sure:
- At the beginning of the month, if someone wasn't meeting standard consistently the manager was required to put them on warning, documented in workday.
- it is right there on teamworks in the 'our workplace' section that non-adherence to attendance standards is a part of performance, just like any other of the behavioral expectations.
- managers now have direct access to tableau reporting and are expected to monitor attendance ongoing and issue warnings accordingly. if there's a legit reason someone is not going into office (business travel, short term illness, etc) that needs to be documented in workday. it is still all being centrally monitored and every manager's bu*t is on the line.
They may not come out and say it directly in your review but you will see things written like your collaboration could be better if you were in person more. You will also be called out for not better supporting the new company culture by your lack of commitment to the cause.
False...if you're required to RTO and you're not hitting the number of days, usually 3 a week, you will be rated lower than meets and your bonus and merit will be negatively impacted.
Just like they can’t use ADA as a reason not to promote you since you are remote. They can’t, but they do. Some people on ADA that apply aren’t being considered.
This is going to come back and bite them hard.
Employment at will.
That's not true...