If any senior managers or EC or People Team or Robin are trolling this board - please note that your employees SHOULD NOT have to be getting their policy interpretation from a ‘gossip’ site like this. You need to write your RTO (etc) policies and expectations in plain and easy to understand verbiage because not even your frontline managers understand what’s expected. Write out FAQs. Have people sign an attestation if you really must, like you did with the (ridiculous) 30 day notice policy change. You need to spell out things explicitly, such as if you take a holiday or vacation day in a week, are you still expected to come in 3 days (stupid) or only 2, for example, You need to be explicit if you are going to terminate people for non-compliance. This is UNACCEPTABLE behavior from management. Note that many people were hired in a time where there were not 2 or 3 (or more) days in office expectations, to you boomers out there complaining that people are expected to be here 5 days a week and walk to work uphill and backwards in the snow.
36 replies (most recent on top)
I rescind what I had originally posted about the company being transparent. Apparently I was wrong and policies in writing don't mean anything and its now just verbal instructions on how to figure out some ridiculous calculation so you dont get fired. I apologize for thinking this company wasn’t purposely being vague. They are.
@dzis, no one mentioned $100,000 a month except you.
If your property tax is $100,000 a month then you must have a multi million dollar residence.
Yeah, You also cannot terminate someone without them having recourse to dispute your stupid dashboard!
@cqbf, well, boomer, for starters, my property tax is $1,000 per month and my big mac meal now costs $15 because some people think they have the moral authority to force a company to pay a high school student a "living wage". So I can NOT except the same salary and benefits that they do in poland and india.
It’s clear that Robin has a lot of work to do to turn this ship around and obviously it’s got to be Poland and India. It sure hasn’t worked all that well in the States. I’m embarrassed to think that Americans can be so jaded with so little work ethic. What happened to our country from GenX onwards? I’ve never known Americans with such low work ethics.
I found “The Troll” to be engaged and knowledgeable. He exactly specified the emails and dates, and to be truthful he made 90% of this board accurately look like id--ts:
Its very clear in the Company news article dated Nov 2 2023 ‘More Ways To Support Working Together’ that ‘in office exception days’, sick time, vacation time etc, will be deducted from your required in office days per reporting period (4 week block, or the longer agile block for tech). Its also clear in the Working together FAQ that those days will lower the denominator in the ‘calculation’ . You do not have to ‘make up’ days you’re not in the office AS LONG AS YOU ENTER the day in the system yourself. Your manager is no longer doing it for you. You need to tell your manager about any in office exception days you take. Stop screaming fire when there’s no smoke. This company is being more than flexible in helping us balance work and life.
Ive worked here literally my entire adult life and Im in my 50’s. I have no complaints.
4 days ago by Anonymous | 6 reactions (+1/-5)
Post ID: @7fmf+1qSEym3U
I’d hold that Robin’s message is crystal clear and concise.
In the future you might try being engaged as the Bank is paying you.
Congratulations to you for being engaged. You stand out amongst a sea of clueless coworkers.
It’s really not hard and the dashboard has NOT “been proven to have inaccuracies”.
——
BS. I know of 3 people just in my group
It’s really not hard and the dashboard has NOT “been proven to have inaccuracies”.
Well then something is wrong in your group, not in the company policy. Did you all enter those days yourselves? Were you counting on your mgr to enter them? Doesnt sound right to me. HR should be contacted to correct it. But I ask this - Why would it be called an ‘in office exception’ if the policy was 3 days/week NO EXCEPTIONS? Does that sound logical to you? The policy has exceptions, obviously. Read the company news, read policy updates, theres tons of information and it all gets sent to each employee on a regular basis. They could not be more transparent.
It’s not clear at all. Everyone on my team turned amber at the end of the year due to work from anywhere not being factored in as we all thought it would be, and
The four week periods were redone for this year, and we all only found out about it this week
This dump is far from transparent with the information and details
I have cited two documents that are accessible to all employees. I suggest you read them.
Are you sure this is accurate? this is not what I was hearing
‘in office exception days’, sick time, vacation time etc, will be deducted from your required in office days and you do not have to ‘make up’ days you’re not in the office??
Its very clear in the Company news article dated Nov 2 2023 ‘More Ways To Support Working Together’ that ‘in office exception days’, sick time, vacation time etc, will be deducted from your required in office days per reporting period (4 week block, or the longer agile block for tech). Its also clear in the Working together FAQ that those days will lower the denominator in the ‘calculation’ . You do not have to ‘make up’ days you’re not in the office AS LONG AS YOU ENTER the day in the system yourself. Your manager is no longer doing it for you. You need to tell your manager about any in office exception days you take. Stop screaming fire when there’s no smoke. This company is being more than flexible in helping us balance work and life.
Ive worked here literally my entire adult life and Im in my 50’s. I have no complaints.
Sadly, the big picture is that employees started this war against Return to Office and of course Senior Management is going to win when they put the hammer down.
My big question is why do our coworkers not Jon search for fully remote positions? It’s a really hot job market these days and very easy to move with a nice increase.
Why not take the high road for a change?
That’s for you to consider honestly when you look into your mirror.
It definitely seems like they aren't giving us the dates, rules, visibility on the dashboard so that it's easy to catch people out.
I've requested dates several times and asked for clarification on half days. Hr respond to ask my manager.
Every period is missing absence days which is going to catch me out one day
@4nay That really su-ks! I’m so glad your manager let you know what you needed to do to stay green. My manager doesn’t tell our team until after the period is over, too late to do anything then. Even though we’re all trying. My team has been coming in 3x a week since it was announced, and two days a week prior to that. We’re just very surprised by holidays/vacations/exceptions not calculating as we expect them to. With one warning and then you’re axed, it’s serious to know exactly what you need to do. The secrecy is juvenile and doesn’t foster two-way trust between employer and employee.
This is how non-transparent my manager is - they aren’t even sharing the time periods, even when point blank ASKED. They either are clueless or liars.
"@4mts"
Clear as the Mon river after a heavy rain.
First 4 week period of this year had 18 working days due to 2 holidays in the period.
Most people in my department worked 10 of those and are green in the system.
10 divided by 18 is 55.5555555555556% which if I remember my math correctly is less than the mandatory 60%.
I have the same situation coming up due to a vacation day and President's day in the current period. Do I some in 10 and hope it's OK or do I come in 11 to be sure?
Nobody can give a straight answer on that,
But at least mysource keeps us well informed about things such as black history month, g-y pride month and juneteenth.
@4nay - I think you have been misinformed because absence due to vacation/illness/public holidays are indeed deducted from the 4 week block.
So if you were sick for 7 days in early January you should have completed an 'in office exception' request which you can find on the HR platform. These days are then deducted from the 20 day work period as follows: 20-7=13×60% = 7.8 days required to be in the office (which you round up to 8 days).
Only person saying it’s clear is the troll - no one believes it’s actually clear. It’s purposely not clear.
The people saying the policy is clear and others are being lazy for wanting to know the rules must have some communication that my group does not. I have no problem coming in but I almost fell below early this year. I was on a high priority project in 2023 and not allowed to take vacation until December. Since I was off nearly the entire month my numbers ran low and then in January I had to work from home for 1.5 weeks after getting Covid.
News to both me and my manager, neither vacation nor excused wfh due to illness were considered valid absences in the system. I had to come in 9 days out 10 in January to not go yellow.
I don’t mind going to the office but the rules need to be clear. It’s absurd.
@4lwn - no argument that some people have purposefully tried to trick the system. Also realize there are people who are not trying to trick the system. It is factual that the RTO has changed numerous times. You called out the OP and had harsh words - to someone who did not object being in the office - but voiced frustration about the lack of communication and understanding. Your sentiment is valid as a general statement, but unjustly directed assumptions to the OP.
I too hope the powers that be are aware of the incredibly high volume of complaints, frustration, fear, etc from their “number 1 asset” on this site!!! Employees should be proud and motivated to work for the company- not in constant fear. Extend efforts to develop the best employees instead of continually finding ways to rid of employees.
I hope that Robin, HR leaders and other ExCo Senior leaders do assign leads to follow this board. It will instantly be pretty clear that employees across the board are actively organizing against RTO.
It’s so simple. Haul your butt out of bed and commute to work at a BNYM facility.
Don’t play badge in and out games.
Stop pretending that you don’t understand dashboards and work requirements.
Don’t try to defeat monitoring software.
Just do your jobs.
If you hate coming into work then be come an adult and interview elsewhere for a fully remote position.
I really hope that Robin shuts down these freeloaders.
@ 2sdy Please tell us exactly where those FAQs etc can be found. Saw emails from some senior managers months ago saying ‘go back 3 days’ but many people in my area have exemptions and no one has spelled out that I’ve seen what happens in a week with a holiday, or if you have a sick or holiday or vacation day in a week. Considering commuting and transport and parking costs - and with the threat of termination if you get it wrong, I want to see it laid out in detail. And if people who work from home are slacking off, their managers should be dealing with that. Don’t punish everyone because some people aren’t doing their jobs. What kind of management plan is that? A lazy one.
Don’t be this guy. Just show up for work. The dashboard works just fine and when you start working your days your star will rise. You might even reconnect to your job!
It’s not hard to understand RTO requirements.
The problem that we have is that all of the employee effort over the past 9 months has appeared to be focused on how to game and/or beat the system. No wonder nobody understands the rules. You all fought them tooth and nail.
Here’s a hint… why not simply show up for work for 3 or 4 days a week. It really is that simple.
My manager either doesn’t know the answers to my questions or is lying that they don’t. Either way, unacceptable.
Cite the location and FAQs because even managers are confused. I’ve heard that more details have gone to managers this last week but they haven’t funneled down. My own manager has no idea how to answer our team’s direct questions. This is too important for vagueness.
Its all been laid out in corporate communications a few times for RTO - su-ks you getting scared you will be terminated for not following.....
@ 1ifj thank you!
I agree with Post ID @1uvu+1qSEym3U. They can and will. It very nearly happened to me, even though I was in full compliance. Be very very mindful of how you are classified, and how many days you are expected to be in office. Then double check. Then triple check. Then come in an extra day here and there, just to be sure. Just my advice.
They can and they will terminate. They consider being off model despite any reasons given as a breach of the conduct policy.
You also cannot terminate someone without them having recourse to dispute your stupid dashboard! It’s already proven to have inaccuracies.