#remotework

In regards to return to office, if TIAA truly valued their employees, they would be willing to work with them to come up with solutions for remote/flex/return to office profiles rather than sticking everyone in the same box and saying one way works for everyone. About 25 years ago Google pretty much invented the unique office model with free snacks, flex work spaces like pods with bean bag chairs, phone booths, and foosball and billiard tables and for some reason TIAA thinks this is some cool unique idea that will draw people back to the office. As usual, TIAA is about 30 years behind the rest of the world and they will continue to bleed good talent as a result

Cost of living is high and housing costs are higher. Compensation paid by TIAA is lower than average and drawing top talent is challenging. Doubling down and spending over $200M to relocate and draining down the surplus to hire 2,000 associates is high risk. Post COVID and virtual work from home, a much, much smarter strategy would be to recruit the best from all over the US instead of limiting yourself to a 30 Mile Zone. But, this what "T" wanted. Eventually AI, Accenture, India and the Phillipines are going to perform a giant su-king sound like Ross Perot and leave a hollow sound in Jerry Jones' $115M building complex.

It’s beyond frustrating to watch how remote employees — many of whom have dedicated years to this company — are being slowly frozen out. If leadership has already decided that remote workers outside a few select hubs have no future here, the right thing to do is be transparent and offer severance, not string people along with empty promises and blocked opportunities.

They’ve dismantled Tech Risk under the guise of org consolidation and pushed everything into the new Corporate Functions structure. Fine. But now, they’re openly saying they’ll only hire into this “new” org if you’re located in Minneapolis, Charlotte, or New York. Translation: if you’re not physically near a hub, your career progression stops here — and you can’t even apply for internal roles.

No options. No support. Just silence.

The message is loud and clear — and it’s incredibly disrespectful to the people who’ve been loyal through tough times, reorgs, and chaos. If you’re going to treat remote employees like they don’t exist, at least have the decency to let them go with dignity — not hang them out to dry while pretending everything’s business as usual.

I'm seeing some people's location as home based and remote. Does that mean they actually live over 50 miles away from a hub or branch and considered remote?

They show a minimum of days in office of 4 days a week. Check it out yourself in job search. I just looked at a random job posting that said remote in Minnesota

There are many remote jobs available in the market, but you have to compete with visa workers who likely hold two or three jobs. Working five days a week from the office just isn’t worth it. Good luck!

Heard that there will be a townhall for remote employees...
Dropping the hammer to relocate!

Has anyone’s manager successfully been able to transfer them from Hybrid to Remote? My manager said she’s in the process since I am the only team member in my location.

My boss says they are tracking our activity daily and sending reports to leadership. Can someone explain what exactly they are tracking? Has anyone seen these reports?

Is it against the code of conduct for an employee to input Truist proprietary information into an AI platform like ChatGPT? To my knowledge, the only AI tool currently authorized at Truist is CoPilot, and it’s being tested by a limited group of employees. A colleague of mine consistently distributes detailed meeting notes within five minutes of discussion, which strongly suggests AI assistance. Since this colleague works remotely, it’s likely they use a personal computer to access ChatGPT and then send the notes to their Truist email. I suspect this could breach the code of conduct, but I’d appreciate any insights or clarifications from others.

All DC and MN telecommuters are now required to come in. 65+ page document with a hundred names on each doc was released on people with statuses revoked.

Criteria was 30 miles to either office.

Any heads up for new employees? Seems they are pretty open to remote work across the States. It is concerning they farm out to India.
Curious to know how low into the 'talentless' pool they dip.

Remote work isn’t the problem. Mediocre leadership is - Fast Company https://share.google/6TLgG7Z01JYJi77Ze

Are they telling out of state workers that are not in michigan to either move to mi or to find other job/ Just heard that happened not sure if true

I am completely desperate from RTO so I turned on LI that i am available to switch, but i consider only remote opportunities ... it looks like something has changed last 2-3 weeks and i am getting like 4-6 offers a day in IT roles. Is it only my feeling or is it for real, that market finally realized the remote work is good for the company?

Anything?

The only thing I can think of is that now I'm fully ignoring anything work related after business hours, and I used to be available at all hours while WFH. But that certainly can't be considered an improvement for the company. Is there anything you can think of?

Considering WFH is more productive , attracts better talent, retains the last vestiges of existing talent, and considering commercial building costs makes RTO un-competitive .... does any of this make sense?

Let’s say that you are a Phase 2 employee who gets blindsided jn November and laid off. Do you get severence as well? Or just nothing, but the ability to collect unemployment.

Seems kind of unfair to not allow an early option to quit and take the severence pay because you are remote. You would hope they would not lay off any remote workers in November but from what I understand everyone in the entire company is vulnerable on November 11.

From what I’m hearing, there will be no exceptions for people who were originally hired as remote. I simply can’t commute or work in the office for a variety of reasons - location and disability among them. That’s exactly why I sought a remote role in the first place, and my situation isn’t unique. I know people like me will probably be dealt with in phase 2, but it would be good to know what we can expect. It’s tough enough for others to find a job in this economy, doubly so for people in my position.

What is the latest everyone is hearing about remote employees? Will they be part of upcoming layoffs or part of Phase 2? I’m still hearing no exceptions for any department will be made even if you were hired as fully remote ( I.e. IT, Sales, etc)

I see a lot of rumors here and elsewhere about the future of remote work. I was recently given remote status and was planning on moving out of a hub. My director and sr director were fine with it. Does anyone have any information on the future of remote work that contradicts what I’ve heard from my leadership?

Has anyone heard anymore about if telecommuters will be going in for MN and DC?

After the choice that you've made to stay remote, are you happy with it ? considering the fact that remote people won't have the same " chance " to apply to other roles ? or you have been fired for that choice ?

Anyone know if we are able to use Starlink Internet for WFH? I am rural and my current Internet is terrible with minimal other options.

Did anybody hear anything about them removing HR from Clifton? The only HR options will be by remote?

q2 2026.

fb was the one who wanted it. heard it’s costing us a fortune and that most of us will be asked to be BH-based. potential attendance/remote exceptions for those on LI, etc.

Well, the RTO purge has pretty much run its course. Anyone who couldn’t relocate, wouldn’t commute, or flat out refused to play the badge swipe game is already gone or has one foot out the door. That was the whole point, force attrition without paying severance. Mission accomplished.

So what now? The RTO hammer can’t keep falling because there aren’t many left to force out. The novelty is wearing off, and the execs can’t keep blaming remote work forever. Sooner or later, the whole RTO obsession will fade into the background, and we’ll be right back to the good old AT&T tradition: cyclical layoffs every 6 months.

That’s the real playbook. Not collaboration. Not culture. Just headcount reduction on a timer. Watch, the headlines will quietly shift from “RTO enforcement” to “restructuring” and “realignment.” Different buzzwords, same outcome.

RTO was never about making the company stronger. It was a temporary stick to thin the herd. And now that the herd is thinned, the machine goes back to business as usual: cut, shuffle, repeat.

The power sways in the direction of management again. Is this new mandate being broadly implemented across the bank or are only some divisions being held to the four day a week in office standard?

Conveyed employees are all over the country, waiting to find out if they have a future at HCSC, while HR is completely silent. No updates on whether remote employees will ever be eligible for promotions or internal transfer opportunities. No effort being made to engage conveyed remote team members. Not even an inkling that the people in the wrong roles or compensation grades are being looked at or corrected.

Is it always like this at hcsc? Does hr keep everything close to the chest until policies are rolled out? It seems that even leadership is in the dark.

What are the justifications for entire orgs like Torretta to be set to NVW? Wtf? Someone’s gotta bring this injustice to light man! This ain’t fair! We all know none of us actually need to be in an office, why did they get an exception?

A couple of weeks ago I was asked if I charge mileage and per diem as a remote employee when I come into the office. (I do not.) Then more recently I was asked the distance from my home to the nearest remote location. I asked if there was any plan to have us come into the office, and was told that right now, there is no plan. Has anyone else had this experience? Is this a tactic to get people to quit instead of commute?

For employees who were hired as remote, how are they being handled? Are SVPs/EVPs given the opportunity to prove why they are valuable? Or are top leaders just making the decisions? Understand this will be addressed in Phase 2, but if a remote worker lives in a state where there is no Paramount Office to report to, are their leaders able to fight for them or are top executives just making the call to let them go say in Nov?

What if you were hired as fully remote? Does RTO apply to you? How will these situations be handled, on a case by case basis or will remote employees be let go in November?

Understand remote workers are part of Phase 2, but do we think any exceptions will be made for those who where hired into a remote position OR will they be given a choice (maybe with a relocation package) to move closer to an office. I’m asking because I’m hearing others at the company say if exceptions are made, they would rather relocate out of state and ask to work remotely. For the record, I am fine going back 5 days as long as I have a job.

https://m.economictimes.com/news/economy/foreign-trade/trumps-advisor-navarro-needles-india-once-again/amp_articleshow/123722111.cms

I don’t post often, but I can’t stay quiet anymore. RTO is breaking this company, and it’s breaking the people who’ve held it together through every storm.

We’ve already endured layoffs, outsourcing, constant reorganizations, and a revolving door of “strategic visions.” Through it all, employees adapted. We stayed. We worked harder with less. We found ways to keep this place running even when leadership gave us little in return.

And then came RTO.
• Long commutes rob us of hours that could be spent with our families or serving customers.
• Overcrowded offices are unsafe, stressful, and do nothing to improve collaboration… we’re still on Teams all day with coworkers in other states and countries.
• Morale has collapsed. The message is clear: loyalty doesn’t matter, results don’t matter … only badge swipes.
• And the best “younger” people? They’re leaving. They’ve found remote jobs at companies that trust them and respect their time. AT&T is bleeding talent it will never get back.

Please, stop this before it’s too late. Remote and hybrid work worked. Customers were happy. Productivity was high. Employees had balance. The only thing RTO has delivered is frustration, attrition, and despair.

AT&T doesn’t need to be the company that dies on this hill. End the forced RTO. Trust the people who’ve carried you this far. Give us the flexibility we’ve already proven works.

Because if this continues, there won’t be anyone left to carry it at all.

So the company is going to can all remote only positions and won’t hire for any in future? Even if you are not anywhere near an office? Or is RTO only for hybrid workers and remote being removed for them?

I was hired as a fully remote engineer 2 years ago.

There is no campus nearby.

There's been rumors that fully remote will be the next to go.

I need the money.

Anyone have any insights of what's coming down the line for fully remote engineers.

Might as well enjoy myself in this remote meat grinder.

Cheers!

I heard recently that a remote person who is less than 30 miles away from the office is being converted back into hybrid and forced to go in. This employee is out at the moment so I can't ask them. Anybody else hear anything to this effect