Is anyone else having discussions with managers about RTO? Today we were informed you have to be in 60% of “days available”. Whereas we were originally told, “holidays, vacation, sick time, work from anywhere” etc counts towards your required 12 days in office per period.
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I was also let go due to inconsistencies in the policy. I was told: WFA doesnt count as an in office day.
Anyone equating office = work and home = not working is showing their hand as either an old school dinosaur or a person who wants the bowing and scraping of their minions and access to, ahem, extracurricular physical attention in the office. The pandemic proved that profits remained high with a mostly home based workforce.
Anybody knows how many “Maths” there are?
Anybody knows how many “maths” there are?
Accepting Trump Money to keep jobs is what goosed our earnings and allowed us to blow it all on Greenfield. That wasn’t earnings, that was Trump tax law.
That’s actually incorrect. Employees started this war by refusing to accept management’s requirement to Return to Office. Failing to RTO should be met with termination for cause.
You’re hired to work. Why would you expect to keep a job without showing?
Well you got your wish. The entire bank had a massive pay raise last week.
Guess you forgot hat already huh?
Would love for this dump to exchange an honest days pay for all the work we do.
Robin can take a pay cut & get by w/ 12 million.
That’s fair for only having 2 ideas
1- RTO to our dumpy crowded offices
2- recycling the platform consultant - McKinney agsin
You won’t like the man in the mirror until you deliver an honest day’s work for an honest days pay.
Jumping on a crowded train doesn't mean you're working harder.
“We’re all adults” LOL. Haven't you read all of the the schemes here from sharing badges or having mass badge swipes, to gaming turnstile?
Employees started this hissy fit war when they tried to refuse return to work.
Failing to commute to the job for which you were hired should be instant termination without any package. There was once an American work ethic but now there are growing work ethics in Poland and India. But not with GenX on down.
Every time you slack, you move jobs offshore.
It’s hard to believe now, but 50 to 60 years of Boomers commuted to work 5 days a week or more, through snow, ice, driving rain and even (gasp) the Canadian Wildfires which threw our millennials for an 8 month sick call off.
Yes, they (at least the teams I work with) WFH at least 2 days a week like us. I think they might be hoteling and sharing space in the office so they have to WFH. It causes lots of issues and frustration with timing, but all BNY cares is that it’s getting done and done cheaply.
The writing is on the wall regardless of one's login location; non-compliance is simply an excuse (really a hope) by senior "leadership".
@2eme+1qL6tSDx - India and Poland WFH? With their infrastructure, they're mostly able to send morse code along a string between 2 paper cups.
Do not understand the pushback from everyone to go into the office. Clearly you see the writing on the wall if you do not go in you will be let go. All major companies have all employees back into the office 5 days a week so I would call 3 days a blessing. If you are so unhappy, please leave so better staff can be hired so we are not dealing with everyone's negative comments.
No, several years prior to Covid we started WFH 2 days a week. It was all tracked within our own teams. HR wasn’t involved. All work was done on time. We’re all adults. The difference is now BNY wants to use it as a way of laying off people without calling it a layoff. They can say it’s performance based, don’t have to pay severance, and don’t have to report it. Win win for BNY.
You are aware India and Poland has the same WFH policy as us. At least the teams I work with. Or maybe you would know that if you weren’t retired for the last 15 years and acting like you know everything!
As a "20-day per rolling quarter" employee, my understanding from my manager and communications we have received over the months, that holidays, vacation days, sick days etc..., do NOT count. You must make them up. But, you also have those flex days you can use on mytime (I forget exactly what they're called). They are certainly out there and available, I'm just not sure that I trust them to actually count. In this place, you can never be sure.
Not sure why everyone has amnesia, this has already been detailed for the RTO and has been sent as a corporate communication notification. Also I find it so pathetic everyone posting inquiries on when we will get our 401K match, this is also communicated to all employees, in addition to merit increase dates. Everyone really needs to grow up here, come to work and stop ruining it for the rest of the employees who go to work and respect that we are able to work partially from home. I personally do not find it right that I come to work and folks are not showing up. Prior to this you came in 5 days a week.....
Why should I take a pay cut if I’m remote?? I’m paying the electric, the internet, the rent. I am costing the company less more.
The EC and especially Robin are egomaniacs and want to look out from their corner offices at their minions. It is why they are so enamored of interns and employees that are Gen Z. They haven’t been around long enough to see this company for the bs it is. Yet.
@ 1dsf the cost saving to the company is if we were all remote and they weren’t paying any real estate costs or stupid Starbucks expenses.
I’d hold that the “workers” started this war and that Robin will finish it.
Don’t worry… You’ll learn soon enough how granular the in-office tracking time is.
I’m sure that you’ll be back to gaming the system in no time.
“ Is it done on the hour? Is the data collected from Teams, etc?”
@1phw+1qL6tSDx with due respect and agreement on general work ethic decline, you’re taking aim at the wrong side in this argument. The management stacked the deck against the company with these policies and didn’t share how to achieve their policy. This is squarely management’s shortcoming.
Would love to see a ceo take a stand and just say if anyone wants to be remote here are the conditions take a certain % pay cut. I’m guessing it would be a large savings to the company without having to lay people off to cut costs.
@1uvr+1qL6tSDx the maths would have been 10 WFA days minus the 15 counted for December = 5 days in the period, which means 3 days in office requirement for 60%. So if they didn’t go in at all they wouldn’t have met the requirement.
Someone said it below, but it’s 12 days in office required in the 20 available days per period. Any absence (ie. public holiday, personal holiday, work from anywhere, sick time) is reduced from the 20 days. In any case 60% adherence is needed to be compliant.
So if there’s one public holiday in a period and you use one work from anywhere day, you’re required to be in office 60% of 18 days which is 10.8, 11 to be safe.
Lots of folks used their saved WFA days to basically WFH most of December. They all gonna get terminated now?
Would it be that difficult for RV to send a message corporate wide detailing the rules. No, but then it would be in writing 😳.
Tracking is by employee, and owned by Admins not managers (they play favorites). Admins violating accurate reporting are terminated. Numbers on report must cross check to warnings/terminations - NO EXCEPTIONS.
Apparently they’re gonna start handing out warnings then termination. Shame im leaving soon for a basically remote job with a big Pay rise
Yes. Suddenly my boss paid attention to the dashboard and he couldn’t figure out where the calculation was coming from either… It’s so convoluted. And purposely not transparent at all.
Work from anywhere doesn’t strictly just count towards your in office days. also affects the total number of possible days in the office which affects the 60% calculation.
So you can’t just use a work from anywhere day as one of your in the office days for the week. It will not get you to the 60%.
It’s also unnecessary and ridiculous
Funny we were told this week they do not count towards in office days (well as a 1 for 1) and to round down because it’s in the employees favor lol. “In the employees favor” lol lol lol
Thanks for sharing. Yesterday was the first day I heard about 60%. When was that communicated to you?
...Holidays, vacation, sick time, work from anywhere” etc counts towards your required [20] days in office per the 4 week block.
Soooo if you were sick 2 days and then on vacation for additionnel 5 days during the calendar block: 20 minus 7 = 13 days x 60% = 7.8 days required in office (which you need to round up to 8)
No I was paid for vacation days though. Was notified by upper management while my manager was on his vacation and never given an official reason by hr. My manager was fully aware of the situation and believed that the hr response I received stating excused absences WFA Vacation, etc counted as in office days was correct.
Were you termed with pay?
I had an email documentation stating that wfa days vacation days any excused absences counted as in office days I was using wfa days and counting vacation and bank holidays as in office time as I was told and I was off model and let go in December. I never could get a straight answer from management or hr.
Do we know how granular the in-office tracking time is? Is it done on the hour? Is the data collected from Teams, etc?