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I could see an alignment between pay band geo code with actual work location. For example, you are being paid Charlotte metro rates, but live in rural NC and are not in office 3+ days a week. So, yes, your salary would decrease to the geo code that you are actually working from.
Speculation or opinion aside, what is the real directive regarding return to office? On leave, access is disabled. Boss said we would talk when I return.
"Trust nothing and no one. Your Teammates have been turned into selfish back stabbers who will throw their mother under a bus if it makes them look good. Your boss doesn’t care if you exist as he or she is too concerned with making themselves look good in some manner for self
preservation"
Do I know you? We must work in the same dept.
This organization has proven they are capable of anything. Trust nothing and no one. Your Teammates have been turned into selfish back stabbers who will throw their mother under a bus if it makes them look good. Your boss doesn’t care if you exist as he or she is too concerned with making themselves look good in some manner for self preservation. Upper management is to busy trying to impress each other and EL while many are trying to get out. EL and Suntrust created this mess and just keep hiring new blood hoping eventually to have enough turnover to change everything. HR is completely useless and only concerned with DEI. We have become a circular firing squad and the BOD has been complicit. After spending like drunken sailors on useless technology they now go down a different path. When customer service should be important they have done all possible to make the customer experience dreadful. Amazing what has happened with no end in sight.
Its more likely they’d take some of the 50% of people on telecommute and make them return if they live within a certain number of miles of a hub city, like our peers did. That’s so much easier to justify than a comp adjustment for not RTOing a certain # of days a week. It’s unlikely that would come before a plan that at least looks at employees granted telecommute that live within 40-60 miles of an office. I don’t think HR has even done that. Until they do, it’s hard to take the threats around 3 or 5 day RTO for the rest of us seriously.
"Do you honestly think they’d cut our wages for not coming in enough when half of the division is telecommute?"
Yes, I think a company looking to cut $300mil in employees would jump at any reason to reduce pay and save money. The threat of cutting wages or RTO could even be a strategy to encourage "natural attrition."
I haven’t heard of any companies actually cutting wage/bonus if employees don’t RTO. I have heard about tech companies firing people that didn’t move back to headquarters after the pandemic but cutting wages or bonus for not coming in enough days? Nah. If anyone knows of a bank that’s actually doing that, let us know
Starting to realize there’s zero consequence for not going in the office in my area…and if there’s no benefit to going in either, what’s the point? I’ll take my chances.
Do you honestly think they’d cut our wages for not coming in enough when half of the division is telecommute?
Are you saying we should get more money for coming into the office? Sure, I like more money but I don't think it's reasonable to expect them to reward you for going in.
If anything, they may threaten to reduce wage/bonus if we don't come in. That's what I've read some other companies are pitching.
Betting on the Board of Directors’ approved salary hike for BR and his executive team. Last year, BR received a 27.5% increase, over $3.5m, while his purpose teammates on the field were told to be grateful for an insignificant raise of 2% to 4% and appreciate having a job. Predicting a 25.5% increase for BR as a potential consequence for steering the ship in the wrong direction.
Troll or source…
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