"I have clarified with HR that even though we will all be in the office 40 hours a week, for salaried employees, this does not prohibit you from working outside of your core hours at home as your work load or the business dictates."
YEAH RIGHT! Make me drive 2 hours each day, work my shift, then be available to accommodate our customers outside business hours. I THINK NOT
I am so excited about my 45 minute commute each way to lock myself in an office and maybe have a chat with an admin if I see her on the way to the bathroom... will be looking for a job elsewhere.
Core: a central and often foundational part usually distinct from the enveloping part by a difference in nature . Core is not the whole. You wouldn't go to the store to buy apple cores.
Core working hours for this policy are defined as 9am-5pm local time. It's now technically impossible for teams in the US, India, and China to talk to each other.
'Speaking with many "old-timers" core hours are loosely defined as 9:00am to 1:00pm.'
4xwx, do these 'old-timers' work as design engineers for Aero? These are still the hours they work, waltzing in after everyone else has been working for hours, and leaving hours before everyone else leaves.
Speaking with many "old-timers" core hours are loosely defined as 9:00am to 1:00pm.
Furloughs define the work week at 40 hours. Only s---ers work longer than that.
Oops. I meant 40 hours per week in the office, not 50.
I should thank Dave. Ever since he threw that tantrum, my hours went from 55-60 hours per week from home down to 50 hours per week from the office. I'm using all this extra time to look for other jobs! I will never work another minute of OT for this rotten company. If that means the termination of my employment, then so be it but I refuse to be used in this way. I can o my hope my fellow employees follow suit.
In fact, even if WFH privileges are returned, I'll still work 8 hours per day from home. Dave and Tim have caused irreparable damage to the employees, and there is no going back.
Have exceptions already been granted? Some at DV are still telecommuting several days a week.
I haven't worked any overtime since the the email back in July. I have been asked to work every weekend, and enthusiastically declined and will continue to do so.
test
Exactly. F--- YOU, Timmy and Honeywell. My OT hours are done.
They can clarify these nuts in their mouth. My days of giving free time back to the company are over and done with.
Yea well tough sht Timmy. I cancelled my internet because of the furloughs so I will NOT WORK OT FROM HOME. I'll give you 40 hours in the office for all of my face to face collaboration with my peers and that's it. No more free OT, you idiot greedy fcks!! You should have thought about the lost productivity before you let Davey get his panties twisted. He got butthurt and now youve lost at least 20% of your productivity. Oh well. Yahoo tried this same thing too and look where they are now!
You're right. Not said exactly. Here's the FAQ.
1
Remote Working Policy: Frequently Asked Questions This document is intended only for HR and people manager use for verbal response to employee questions. Please do not forward or circulate this document to employees.
How are you going to enforce the new policy, especially if we leave it at manager's discretion to approve or not occasional remote work?
Occasional remote work will only be allowed to accommodate legitimate individual circumstances with approval by both the manager and the HR leader. The leaders of each Honeywell SBG and function are responsible for enforcing the policy within their respective organizations.
Why is this being done? Are employees not working collaboratively?
A core belief of our senior leadership team is that people work better in close proximity to other people, where ideas readily can be exchanged, decisions can be made faster, and we can act in more agile ways to address ongoing changes in our global market. Because of varying practices across the Company, senior leadership wanted to clarify expectations, ensure consistent practices everywhere, and treat everyone fairly.
Don’t the tools that we use on a daily basis (email, conference calls, etc.) drive collaboration?
Our tools and technology support a global workforce and allow us to connect across regions and countries. For co-located employees, work should be conducted in close proximity to other people, where ideas readily can be exchanged, decisions can be made faster, and we can act in more agile ways to address ongoing changes in our global market.
Is this really what a modern, contemporary company does? Will we lose millennials with this action?
As we transform into a leading cyber-industrial Company, we recognize the need to fully encourage collaboration, and a face-to-face setting makes a big difference in facilitating teamwork and innovation. We believe that millennials share the same values as the rest of our workforce, and they enjoy and benefit from face-to-face collaboration as much as anyone else.
Will this policy be written and posted?
Yes, all policies will be updated and posted during the week of October 31, 2016.
2
Many of our offices have added collaboration centers and are designed to not have enough seats for each employee assigned to that location. How will this work?
We have researched this question extensively, and our sites are designed to accommodate all local employees. There are always cases where employees are out due to business travel, vacation and other circumstances. With open seating arrangements at these locations, there is plenty of space for everybody.
What if someone has an extremely long commute? What is a "reasonable" commute?
Commuting time is not an acceptable reason to work remotely. Your HR organization will look at situations where employees live several hours away from the nearest Honeywell location.
What if there are no Honeywell offices in the vicinity?
Your HR organization will look at situations where employees live several hours away from the nearest Honeywell location.
What defines a legitimate individual circumstance to work remotely? What are some examples of what is permitted?
These circumstances could include personal or family sicknesses or emergencies. If these situations arise, work from home must be approved both by the manager and the HR leader, and they truly should be one-off exceptions – not regular arrangements. These occasional situations should happen no more than a few days a year.
What if I have a medical condition that precludes me from working other than from home?
If an employee has a medical condition that requires a telecommuting accommodation for some period of time, those exceptions will be made in accordance with local law. However, an employee must follow the local processes for obtaining an accommodation and may not merely assert the medical need.
When seeking approval, does an employee need to notify their manager and their HR representative? Or will the manager notify the HR representative?
The employee should notify the manager and HR leader as a matter of course.
What if we have employees sitting in the same location that fall under different policy interpretations?
Prior to this announcement, it might have been likely that employees at the same location would be treated differently. The intent here is to drive consistency and treat all employees fairly.
3
What if remote work was approved as part of an employee’s original offer commitment? Does this risk changing the terms of someone’s employee agreement?
Employee agreements will be reviewed carefully. The Company will comply with all applicable laws.
Is this action being implemented globally? Have the Works Councils approved?
Yes, this is a global initiative. However, to the extent we have an obligation to inform, consult or otherwise engage our Works Councils, we will of course comply with those obligations before implementing this policy.
Why are sales and other customer-facing employees excluded? What about other groups whose roles require substantial out-of-office time?
These employees are excluded because we actually want customer-facing roles such as Sales and Field Service to spend time with customers, not in the office. Other employees or groups will be assessed individually for remote work eligibility. Exceptions must be approved by the SBG or function leader.
How are we going to approve exceptions?
There will be very few exceptions to the remote working policy. In exceptional cases, please work with your manager, HR Generalist, and HR leader to follow the designated approval process for your function or business. All exceptions will be reviewed by your SBG or function leader.
What is happening in countries where we have binding remote workers agreements?
We will be working through individual employment contracts with local HR Generalists in accordance with local law.
For those already designated as 100 percent home workers, who never had an office before, are we undoing that and making them find an office or get permission? We excluded these employees previously.
Exceptions will be made for employees in Sales, Field Service, or in a role at a customer location. Other remote employees will require approval by senior leadership to continue working remotely.
If I have to come in later or leave earlier – does this need my HR representative’s approval?
As always, you should communicate with your manager on daily variations to your schedule. If you must work from home for a full day because of legitimate individual circumstances, get approval from your manager and HR leader.
How do we manage business travel or surge in work requirements during non-core hours that require flexibility on a one-off basis?
Business travel and overtime policies are unchanged.
Where did the 40 hrs onsite requirement come from? I have not seen that in any official email or FAQ. Sounds like an opinion.
Yep, if they hadn't take. More than 6% away from my paycheck I might consider still working extra hours. No way! I have volunteered and pray they accept me this time!
Exactly. My paycheck says I'm paid for 40 hours. PIP me.