Does anyone know when after June 3, they will start taking action on non compliance? First week following the week of implementation? What is the first step? PIP or outright separation from company? What if you’re at a manager level?
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Someone on my team was fired a couple weeks ago for violating the previous FOW policy that was just “over 50% of time”. They aren’t messing around.
Welp, i'll be using any spare PTO near the end of the year on shackle days. I'm sure several weeks straight of a Mon, Thu, Fri schedule will be completely non-disruptive and congruent with efficient and effective work output.
As a company, I feel we are going backwards. Next thing, we'll be punching time clocks.
All I can say is my managing director made it very clear to us managers that the policy must be followed to a T or write ups need to happen. That means at least 8 hours in the office TW and 3rd day exactly as the policy states. Not 7:59. My director doesn’t want any of his managers or staff to get hit when the eventual Hr audit comes. This was not in FOW managers call, but in org meeting. I am in an org under IT & Operations but am not going to say more because it’s my understanding HR monitors this space and it wouldn’t be too hard to figure out where I sit.
That said, are all orgs going to be strict like this? Probably not. But when they are looking at the next round of RIFs and seeing if they can reduce headcount without giving severance, it will happen.
I am upset, my employees are upset, and none of this is good. I’m just relaying this because I am pi---d and want all of you to prepare yourselves. Don’t assume that minor infractions won’t be used against you. Maybe they won’t but maybe they will. But you’re an adult and can do what you want to. I’m just sharing what I know from my very beat up part of the enterprise.
30 hours or 24? Thought it was 24 hours a week.
They aren’t going to split hairs on anything in the range of 1 hour unless the employee is already on thin ice.
If you’re a solid contributor and spend 30 hours per week in an office, you’ll be fine.
I refuse to believe anyone will be written up for a few minutes under.
8 hours minimum? What is the company trying to get at? We all know 8x5 makes a
full time work week, if the expectation is 8 hrs minimum to the T (not a min less) then they should consider overtime pay? Or do we cut that time short in the other 2 days we WFH?
Commenting to the below
We’ve been told 8 hours minimum, and write your employees up on a PIP if they don’t comply. That would be 8 hours from the initial badge in to badge out. I e also been told I can request LAN reports on my employees in an office that doesn’t have badge out. HR and upper management made it very clear to us that the policy needs to be followed to a T and if not we write up. The idea being that many will get initial write ups, but compliance will improve after that. Maybe you are lucky and are in an org where your manager won’t care, but we’ve heard HR will be auditing so any lenient managers will get written up themselves. It is stupid and childish and treats me and my employees like we are robots not humans with lives where things happen. This is frustrating for base level managers as much as it is for everyone.
The FOW manager meeting and Iris info does not specify details on how to address non-compliance. For those in the in the thread stating management told you to do a PIP, what area you are you with and where did you get that info? Because that is not enterprise information that has been shared at this point. Thank you.
We’ve been told 8 hours minimum, and write your employees up on a PIP if they don’t comply. That would be 8 hours from the initial badge in to badge out. I e also been told I can request LAN reports on my employees in an office that doesn’t have badge out. HR and upper management made it very clear to us that the policy needs to be followed to a T and if not we write up. The idea being that many will get initial write ups, but compliance will improve after that. Maybe you are lucky and are in an org where your manager won’t care, but we’ve heard HR will be auditing so any lenient managers will get written up themselves. It is stupid and childish and treats me and my employees like we are robots not humans with lives where things happen. This is frustrating for base level managers as much as it is for everyone.
No, they have not told managers it's exactly 8 hours to the dot. As much as this stinks in general, the point of this is not to fire people for a few minutes or even hours less in any given week.
Have they told managers if its 8hrs to the dot? And which badge track are they taking into consideration for the “IN time” is it the first badge to call the elevator when you enter the building? Or the punch to enter the main lobby of the floor ? Or the punch to get to your exact side of the floor?
How will they measure times for “Out” for buildings that dont have badge out systems? Is it when you disconnect from the LAN?
There is a time lapse in between these steps and if its 8hrs to the T many ppl will be in trouble!!!!!
It’s a little odd this time for sure. They are asking managers to enforce this or the managers will also be let go. Classic move! lol
But it’s not practical everyday and there will be a point where everyone has either been late to office or left early due to so many genuine reasons. I guess we are all gonna get fired at some point.
They are already tracking, but aren’t enforcing the 3x8 TW until 6/3. We managers have been told we are responsible for enforcing, and we can get out on a PIP or fired if we don’t. I have already talked to my team and told them I don’t have any choice and that I will be checking weekly, but if there is an issue to let me know so we can work towards a solution. I know I will lose at least one person on my team. Possibly more. Cigna is wicked because I also know some on my team might blame me for a terrible policy. Makes me believe Cigna wants to lose quality employees. I would also say if you have a bad manager, make sure you track your own time so if you get written up you can contest it with data showing you were in office for at least 8 hours on TW and another day.