Thread regarding Bank of America layoffs

RFH = Rest From Home

What is RFH?

Seems to me the main thing a trading floor does is make a lot of noise. For my coding, I work best in a quiet, enclosed space by myself, with no distractions other than maybe a little background music. No need to say that is the opposite of the shared workspaces I have seen, hence WFH is best.

"Tech is never ever customer facing." Unless I am mistaken, there are INTERNAL and EXTERNAL customers. Tech supports the LOB employees as INTERNAL customers. EXTERNAL customers are the actual clients who have BOA products and services.

I do not know what this thread of posts is suppose to achieve. Management has the right to manage to include dictating the number of days per week for employees to work in the office. We have some employees that want to RFH permanently and few employees RTO 5 days a week. Currently management is mandating 3/2 with 3 days physically in the office. Some depts record minimum 6 hours in office as one day if the day started there. Who knows what the policies are today are as employees will challenge them and management will put more pressure to eventually go to 5 days with no remote. The question is what if nobody complains and management stop monitoring, do you think that that the 3/2 will be enforced. Personally, I see that RFH will be a policy in the past as management is getting more pi---d off because too many employees are still complaining. I rather have the option to RFH but I envision that this will go away and I have to prepare for it. Thanks!

Trading is different than tech. Tech is never ever customer facing. Rather in the “deep basements”. Why would you mandate min of 6 hrs in the office - what if u need to pick up the kid in 5?! Is management being petty while they don’t even have an office to go to?!

@3aws+1rbMAVUa - varies by business. Some LOBs (e.g. Trading) are required to be in the office (full day) FOUR days a week.

You might not want to yap so loud, unless you're aiming to achieve 4/1 or 5/0.

(If that's your preference, by all means play squeak away!)

Is the mandate to be at least 6 hrs in the office only for GT&O? Is it because TX people made show out of demonstratively swiping badges, gossiping a bit in the foyer and leave? Why not fire them on the spot - why bother everyone with it?

I think by and large, most people are totally fine with the 3/2 model in general. However, the nonsense for weeks with a holiday just makes no sense - especially for teams who have been mandated which 3 days of the week they are supposed to come to the office and a holiday falls on one of those days. It simply comes across as petty, sinister, and gratuitous in nature. Having to make up for taking a sick day or vacation day is much more understandable.

Love when people here talk about challenging in court. Who’s doing that?? Just get 3 swipes. Work a bit. And go home.

The major holiday weeks are not being tracked (your manager has the full list but a few examples are Independence Day week, Memorial Day week, last two weeks of the year) but you need 3 swipes for all the other holiday weeks unless you enter 3 days off in workday. For example, Columbus Day week - if you entered the holiday in workday on Monday and 2 vacation days in workday, you are in compliance that week not coming in. If you only enter 2 days off in workday (holiday+ 1 vacation day), you must go in the remaining 3 days.

In summary it's pretty simple, go in 3 days every week unless you take 3 or more days off during the week (holiday, sick, vacation, personal, etc) AND you enter all the days in workday.

This methodology disincentivizes this taking time off in shorter increments but if you know how the system works it's actually more lenient than a lot of other companies. (4 of 6 week cycle, major holiday weeks not counted, 3 days off in a given work week gives you a ✔️).

To the higher-ups in Sr. Management reading this, employees would be a lot happier with full transparency on how they are being measured rather than having to seek information from an anonymous forum.

The problem lies in the locations with their new open floorplan/hoteling model. Already, the number of desks x 5 days a week is less than the number of employees x 3 times week. So now, when you have a week like this with a holiday, and you only have the # of desks x 4 days...you have nowhere to put everyone.

For example : if we have 25 desks and 45 employees, in a normal week you have 125 (25 x 5) total available desk reservations (and that assumes attendance is evenly spread out and you have full utilization on Mondays and Fridays) but a need for 135 (45 x 3) desk reservations. This week, you only have 100 available and because of the id--tic policy...the same need for 135. The math doesn't work.

It’s simple. In the office is priority. The rule is NOT that you can work from home 2 days. It’s that you work in the office 3 days. If you have 2 vacation days you are in the office 3 days. If you have 3 vacation days, that doesn’t mean you now get to work from home one or 2 days. I don’t like it but that was our guidance to follow. Basically stop trying to work the system.

Swipe login, Do a little work.. Then go home and do more work.. Do that 3 days no matter what..

There aren't enough holidays in the year to worry about it. You'll still be in compliance over the 6 week rolling period if you count each holiday as an in office day.

Yep. If you have fewer than 3 days a week - you would have to have at least 3 days coded in Workday as vacation/holiday/sick. If not, you’re on the list.

I completely disagree, and if called into question about it, flip it back to the bank to prove, in writing, for all employees that are in your RTO segment, that holidays count ONLY for WFH days. If they can’t prove that, then they can’t defend that in court. Nowhere does it say that holidays apply only to WFH days. Also, let’s be clear here, it’s not “work 3 days”. We all work 5 days. And in my book, a holiday is a holiday from the commuting process, until it is written on paper across the entire platform that it is not. And no judge would disagree in a wrongful termination lawsuit without the written rules.

Words heard directly from a Band 2, "you have to be in at minimum 3 days a week". Like someone said before, It's a rolling 6 weeks and you can be out of compliance for 2 of those 6 weeks and not get in trouble. So if you miss 2 weeks of compliance in a row, it resets at after 6 weeks of being in compliance.

It can't be consistent across the board because some roles in technology literally cannot be done if you are not on-site, and those roles do not qualify for even the 3/2.

Agree with previous replies. Additionally, if you’re working less than 3 days in a given week, the expectation is that you work in the office those days that you are working. For example, if you’re off Monday, Tuesday, Wednesday (for whatever reason), and back to work Thursday and Friday, the expectation is that you work in the office on Thursday and Friday.

We were told we are required to be physically in the office 3 days a week regardless of a holiday, vacation, sick, PTO, volunteer day, bereavement, jury duty, or personal. It doesn't matter 3 days sitting in your seat period.

The monitoring in place monitors specifically for 3 days of badge swipes per week. The only exception is when the monitoring is turned off during certain weeks (as it was during Thanksgiving week and the last two weeks of the year last year).

I'm not 100%, but I believe the monitoring period is in 6 week spans, within which compliant means the employee has shown badge swipes for 3 days each week at least 4 of the 6 weeks.

That said, the expectation is 3 days in the office despite a holiday, sick day, etc.