I’m hearing that managers are starting to inform associates who are non compliant with required days in the office. Anyone had this conversation?
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That is absolutely terrible! I am so sorry you had to experience that! I hope you are doing well now.
My manager has had a zero tolerance policy for in office compliance since September . There has been no mercy or exceptions for not badging in. I was in a lot of pain the week of abdominal surgery, and I was told I had to make my quota, regardless if I was white knuckles or not. I held off going in, hoping for a day I felt better. My manager was like, you have to make your quota. The next day I told my surgical team about being forced into the office the day before when I was in pre op. My surgeon told me I shouldn’t have done that, that my mass was ready to burst. Gail’s made our culture like United Health.
a VP on the Carelon side also sent an email letting all direct reports know that 100% compliance to hybrid is required in April and managers are to immediately enact corrective action plans for those who fail to meet weekly requirement.
What happens to the employees who live more than 50 miles and nowhere near a pulse location?
I can confirm people leaders are able to monitor associate activity using a hybrid workforce dashboard in Workday. We can see highly detailed information regarding badge swipes at the associate level to monitor compliance since the start of the hybrid program. For frame of reference, we had about 70% compliance in March, so most people are actually following the policy. There’s also a category for “Zero Swipes” which flags the really-non-compliant. I’d be careful, as non-compliance can be used as grounds for termination. I’d say this is a good way to get RIF’d, but please keep in mind that termination for not adhering to this policy may leave you without a severance package. My understanding is that this policy is a form of a “soft layoff” to downsize the workforce. However, market pressures (namely a recession) could influence Elevance to quickly cut a significant portion of our workforce. Non-complaint associates would be an easy excuse that mangers can use to minimize blood on the hands for those forced by their leaders (and, ultimately, shareholders) to cut staff. If you have concerns, I’d strongly recommend asking your manager for an exception- as they can be granted if you have a good reason why you can’t meet the minimum 1 day/week in-office requirement. Otherwise I’d suggest finding another job before Elevance puts you through even more misery than you’re already in- likely at a time when you won’t have much luck finding work elsewhere..
Is anyone doing more than the bare minimum? I don’t work with anyone in my state and rush hour it is an hour drive- I’m not planning any more than the minimum!
One of our team members was spoken to regarding not meeting the in-office badge swipe requirement. Then a few weeks later, we as a team were threatened with being terminated for not meeting the in-office requirement. Since then, total silence from management. I think HR is categorizing the hybrid requirement based on the positions where they are trying to get people to quit the company on their own, so they don't have to pay the supplemental costs related to riffing them. And remember, if you quit, your position is typically available to repost. If you are riffed, that job position is gone. They are trying to get the higher paid people to quit so the position can be retained, and they can hire somebody else for the job at a much lower salary and AIP.
We got a department wide email from our VP back in February that leadership was starting to monitor reports and folks that had not been going in needed to start going in and that it could ultimately lead to termination if we did not meet the monthly minimum.