Our area recently returned everyone they could to the office. Of approximately 500 people, about 2/3 were returned. Those who remained on MyWork were too far in distance or had medical or other "hardship" exceptions. The extent of what "hardship" means has never been communicated. it is case by case. So this all being said, we have been told our area is done analyzing MyWork. It was communicated that the bank has not eliminated the program, it is just no longer allowing work from home without a valid reason (that the bank agrees with, apparently). In our area, those who were too far in distance, had medical exceptions or other "hardships" have been told they can remain in the program. It really depends on where you work and who is in charge. Some areas seem to want to clean house no matter the reason. Our leadership took a different approach. I have observed that those in this area who remained in the program are top performers, not too many poor performers made it. This approach is in direct contrast to other areas who tried to force people to move, disregarded medical issues and would not consider "hardships". This makes it difficult and seems unfair when you look at the overall company wide management of the program.
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What s—s is, when you receive a severance, you do not get to take legal action against the bank. They list all of these claaa action categories that you cannot take part in. Being unemployed, you are forced to take the severance. But preventing you from suing for age discrimination or any other reason should be against the law. #hushmoney
Roy Long gets to work from home
I can’t wait till I get the layoff phone call!
Yes, I feel the issue is there is limted to no quantifiable metrics around the productivity loss with the best and brightest leaving the bank. If the Band 0 to 1 understood what was really going on with the loss of shareholder value they would take action. Maybe they are shorting the stock?
Did you claim constructive discharge as your reason for leaving?
In GM&CA, we had a manager fight really hard to get an exception for his top performer. She got married last year and now lives 2+ hours away, but "does the work of 3 people". He was not granted an exception. Now she is planning to leave and look for work closer to home.
Tons of knowledge, experience and talent being pushed out the door. Mngt is happiest they don't have to pay for a package. This is not about connecting, at all. It's cost reduction plain and simple.
Expense cutting is not leadership and certainly not true success, but seems to be the only tool this mngt team knows. Best place to work, my a–.
I love working from 9:30 - 3 every other day.
I was an employee at BAC for over 25 years, and I was enrolled in the Mywork Program until I was told I was required to work in the office.
As someone that performed frequent off hours support ( weekends and evenings ), and an exempt employee there was clear issue with expecting to work Mon - Fri 8-5 in the office ,and then frequent weekends and frequent evenings.
In my area the Senior Level management, the expectation was we would work in the office 8-5 ( Mon- Fri ), and we would work roughly 14 weekends a year, and whenever they asked during any other time ( 9:00 PM on a Tuesday, 4:00 AM Thurs, 7:00 PM Fri - it didn't matter ).
Some people are more fortunate in other areas because their Senior Management actually care about their employees and recognize the issue with being in the office and doing off hours work.
I solved my problem by leaving the company and I've never been happier at work !
So you didn’t get to stay at home?