For those trying to comply with 3/2, are you counting days off (vacation, personal, holiday, sick, etc) entered in workday as a office day?
I haven't seen guidance on this but know some other companies that do 3/2, count days off as an office day.
for example: you take vacation days on Monday and Tuesday to make it a 4 day weekend, that week you would only need to show up in the office 1 day. Maybe you go in Wednesday and work from home Thursday/Friday.
What I find interesting is how they are pushing the RTO and how, now, they are starting to alert managers for associates who don't comply with the 3/2 rule. Yet, I heard of a guy in GIS who moved out of state where there's no bank presence so they are allowing him to work full time remote. Funny how they pick and choose who can and who can't wfh and for how many days.
Most people who need to work on weekends/after business hours are salaried and not paid overtime.
"No. You realize that some of us have support over weekends for installs? I'm not coming in for install and not losing any WFH days because it either."
Sounds like you are working more then 40h a week or more then 5 days a week. Are you getting paid overtime? If not my VPN solution would benefit you.
This VPN idea is genius. So much better than badge swipes
They used to monitor VPN usage. It was a report, and the idea was not more than what equaled about 2 days a week. It was a scale green, yellow, red. Only working hours counted. As far as tracking work location that’d be pretty easy to determine because of Ip addresses. Plus the vpn also provides that detail. They turned to badge swipes right before Covid.
There was announcement in my area today that it was being looked at. High number of people haven’t swiped in 3 months. Large number of people swipes don’t align with days in office required. It was said this is bank wide and there is a consequence model. As you can imagine not a lot of details on that part.
BEWARE: Some companies are starting to monitoring your work location through your computer. This will tell if you're in the office or working remote. I would Subject if you going into the office, please scan your badge. Their pulling Badge and computer location reports.
@4qey+1lHUHSH1. Simple. Limit VPN to 18 hours total between Mon-Fri 8-5pm local time. After hours and weekends would be unmetered.
"Improve VPN capability that allows employees max of 2 days per week remote. If you cannot remote in because you have used up VPN allowed days you need to come to office or use PTO. Once PTOs run out HR gets involved."
No. You realize that some of us have support over weekends for installs? I'm not coming in for install and not losing any WFH days because it either.
@4srb+1lHUHSH1 - don't limit vpn. then, I won't do any work at all.
Improve VPN capability that allows employees max of 2 days per week remote. If you cannot remote in because you have used up VPN allowed days you need to come to office or use PTO. Once PTOs run out HR gets involved.
This also helps with people coming to office to badge in for few hours and leave.
Why make it complicated?
I've heard parts of CFO day what @iuw+1lHUHSH1 said about vacation counting as your WFH days.
Managers did receive a faq on this question and it said something like it’s not an in office day or a wfh day and it was up to your area.
Do you have a union?
Fu$k RTO and Fu$k any manager that enforces it. Keep pushing back. Don’t give in. This fight is far from over.
My group is 3 days in / 2 days WFH. We were told that any PTO (vacation, personal, holiday, etc.) is considered a WFH day. Most of us WFH on Mondays & Fridays and come in Tuesday-Thursday. If you take off or a holiday falls on Tuesday-Thursday, you have to come in Monday or Friday so you are in the office 3 days that week.
Several that roll up under my group come in once a week or not all. No repercussions so far.
I go with a set schedule of Monday, Wednesday and Thursday in office. If a holiday falls on those days, my argument is that is an office day. I keep to that schedule no matter what. If HR wants to complain, my counter is that I'm consistent with my office time.
FWIW, I'd recommend a set 3 day schedule as it demonstrates you follow the company's request. I'd also suggest that Monday be an office day as most holidays fall on Mondays.
Always Monday
MLK
Presidents' Day
Memorial Day
Labor Day
Columbus Day
Thanksgiving is always a Thursday
Christmas, New Years and July 4th ... many folks take off around those dates anyway.
That leaves Juneteenth and Good Friday (if you're in wealth). At that point, I don't care enough to complain if they fall on my scheduled WFH.
Your best defense against HR is to be consistent. If you demonstrate that Monday is an office day, then they can't complain about holidays that fall on a Monday counting as an office day. I doubt the company would get so petty as to complain about that, unless they want employees to scream their ears off.
@wfu+1lHUHSH1 agree 100%
For now, if I'm just a little sick (where in the past would have worked from home) with RTO edict will burn sick time and enter it in workday. Once you get to 80 hours you stop accumulating more time so should probably just use it, stay home and relax. With RTO my goal is to use all 10 days each year. Wake up with a little headache? Sick day
This is a good question, and the fact that it hasn’t been clearly stated at a company wide level indicates that not much thought has gone into the 3/2 rule.
Ideally it should work like this.
If your role allows for 3/2 there should be a way for EMPLOYEES TO TRACK THEMSELVES based on badge in (the only reasonable way to track) and official time off days.
Badging in counts as a day in office, paid time off (sick or vacation) counts as a day in office. Anyone at anytime should be able to look up their balance and know where they are at and not have to guess.
The system should also allow for an extra 3-4 weeks per year to allow for things like Covid exposure, emergencies (need to attend to a sick family member out of your area) or just need an extended time away from office for any reason.
The consequences for not following policy should be clearly outlined and understood and agreed to in writing and any other exceptions should be approved by HR.
The system I’ve listed above provides, clarity, transparency, flexibility and accountability.
Worldwide banking collapse in progress . . . my dude here asking the important questions!