As confirmed by a much earlier post here, the guidelines are as follows:
If W@H status/remote before 4/1/21 or outside of 60 miles, will remain remote.
All others will move to hybrid which is 3 days a week beginning in Sept.
Starting Jan 1, 2024, it moves up to 4 days a week.
Looks like some more empty-headed corporate bootlickers jumped on this thread
That post about the company paying you to do your laundry was likely written by some empty-headed hypocritical bootlicker who provides no real value to the company themselves. They have to be in the office to kiss @ss or they would be out of a job pronto. I think we all know the type.
It’s insulting to say, “The company isn't going to pay people to do their laundry, babysit their kids, or watch TV during work hours.” That is NOT why I want to continue working remote. I pay for after-school care for my kids, just as I would if I worked in the office. I am a professional, and being remote does not take away from that. I dare you to make that comment on the post so you can’t hide behind your anonymity like you can hear when insulting remote workers.
Last post written by some boomer or retiree with no skin in the game
You are completely correct. It seems almost all of the people complaining are either already disgruntled or aren't completely dealing in reality. The company isn't going to pay people to do their laundry, babysit their kids, or watch TV during work hours. Doesn't seem like as big a deal as some are making it out to be.
Huh??? In reading the guidelines, it’s clear if you were hired remote (before 4/2021) or have an exception, you remain remote (no matter now many miles you are away from an office). If your remote designation came after 4/2021 and you live 60+ away from an office you remain remote. If your remote designation came after 4/2021 and you live within 60 miles of an office, I don’t believe you’re AUTOMATICALLY hybrid. Instead, the way I understand it, your role COULD become hybrid if your leader deems it necessary. If you fall into this bucket and all other members of your team are remote, as an example, you’re probably going to remain remote. There’d be no benefit reclassifying your role as hybrid. All of this to say, the only employees who MAY have the promise of permanent remote snatched from them are employees in roles that would benefit from being in the office (and you probably know which roles those are if you’re in one). Am I way off or am I completely missing something?
Can someone tell me where to find this list of exemptions and the process of how to qualify? I am a single parent with an hour commute. This is going to take a toll on my financial stability due to childcare costs as well as my mental health due to not being able to be with my kids. I’m so disappointed in USAA. What happened to the “we take care of our employees” mentality? Analysis has shown that remote employees are just as productive and have a better work-life balance. Being able to work AND be a part of my kids’ lives is the number one reason I brag about being an employee here. This is absolutely infuriating.
Honestly, who cares if Wayne is “not happy” with the lack of people coming into the office? Frankly, I’m not happy with him, his lack of care or concern, and being stupid enough to go along with this ridiculous RTO push from Tamla. Why would people want to go into an office when all you do is deliberately and purposefully make life miserable for people? This company is a cesspool and tanking fast. Wayne and Tamla should be ashamed and embarrassed to show their faces because they are pitiful excuses for executives, out of touch with reality, and are inept. There’s no reason to care about what Wayne wants; he gives no fu-k about you and the more people resist this ridiculous bullsh-t, the sooner these id--ts (Wayne and Tamla) will have no choice but to revise this. Hopefully this inept BOD fires both of them and nix Tamla severance package while you’re at it since you’re cutting everyone else’s. I’m actually ashamed and disgusted to say I work at USAA because it is such a toxic shithole run but the most pitiful excuses of “executive” leadership.
Well, there is no change to member contact employees that are fully remote at this time so the buildings aren't going to be at capacity. Maybe that's the next move though? Maybe he feels like he can't bring back member contact until NMC is in place first?
I work in the bank, in my department meeting yesterday, our AVP gave us the heads up. She said Wayne is upset about the lack of people going into office and he isn’t f’n around anymore and wants the buildings at capacity. She even joked with “if people aren’t coming 3 days, makes no sense to make it 4 days in January.”
This can’t be considered RTO for those hired remote w/in 60 miles. It’s not a ‘return’ to an office it’s a ‘force’ into an office and a change in job requirements (especially if badge swipes are being recorded and will be used to enforce consequences - consequences that remote folks can’t and won’t have). In-office employees will be held to a higher standard, but not compensated for it. If remote roles being hired for were going to become non-remote it should have been communicated at hire, which it wasn’t. This is a comply or goodbye and it’s wrong in good principle. They know this — and it’s why they’re giving 4 months notice.
We still don't know if this mandate is exactly the same for all LOB's? There's truth to this post for a specific LOB IMO. Thanks to the EMGs sharing this headsup, I am sure they are being hushed from above, but I guess we all just have big mouths that can't be silenced. Or maybe some directors just went nuts after having known the mandate, they went ahead and spilled the beans, idnk, but thank you anyway.
Source? I work in the bank and haven't heard anything from my manager.
I live 40 miles from the SA office, on a good day, it takes about 65-70mins to arrive, dealing with traffic and school zones in the afternoon, almost 2 1/2 hours to get back home.
Awesome job Wayne, I get to be in office just to be on zoom calls with my team who all live in different states.
Hello all, my name is Eva Thomas and I am a reporter for P&C Specialist, an insurance trade publication under the Financial Times. I am covering this story as we speak and have reached out to USAA PR; however, if anybody is willing to email me these guidelines with proof of employment, please do so at eva.thomas@ft.com.
You can remain anonymous, and/or if you feel comfortable- feel free to send any insight about your reaction to these new guidelines.
Best,
Eva
Realistically no one lives 60 miles from work unless you were hired and work from a different state. So I live about 45 miles and it will take me over an hour and 15 mins to get to work. Ge-z. Way to look out for our well being.
What if my house is 59.75 miles away from SAT
The irony of them taking remote status away from people who were hired remote… starting Sept… right after Labor Day.
Actually it is something to consider being we have to commute a hour and WILL NEED before and after school care. Get out of here.
To the individual over 1000 miles away, I think you are okay. It says “or” 60+ miles away. But who knows. And if they don’t get enough attrition from this, they may come after us over 60 miles anyways…
The way I am reading the post, "before 4/22 OR 60+ miles." No exception. Am I missing something?
Does usaa not consider employees lives at all. Daycare waitlists are litteraly a year out in my area, how are we suppose to make this possible.
You will have to file for an exception. Someone posted the exceptions that would be considered and financial burden was #1. Easy to prove, especially in this economy!
I was literally hired one week after that cutoff, fully remote and live over a 1000 miles from any office... How could I possibly comply?
How very unfortunate for those of us hired remote/W@H status AFTER 4/1/21 that live within 60 miles. Apparently “dealing with promises made” means “going back on our promises”.
Sh-t's wack, yo.