Meanwhile, on Verizon's board they are discussing AT&T's RTO (ai summarized):
Source: https://www.thelayoff.com/t/1jjc17zcd
Link: @OP+1jjc17zcd
# Overview
Discussions in this thread center around the possibility of a full-time return-to-office (RTO) mandate at Verizon, especially in light of similar moves by other companies like AT&T. Users share a wide range of opinions—from fears and logistical considerations about office space, to strong stances on productivity, to outright dismissals of the likelihood of a full RTO. Some display antagonism toward work-from-home (WFH) arrangements, while others passionately defend it. Below is a thematic breakdown with direct quotations (preserving original wording as much as possible) to illustrate each viewpoint.
# Concern About Imminent Full-Time RTO
A recurring theme is the worry that Verizon could eventually follow the footsteps of other companies (such as AT&T) that have enacted stricter RTO policies.
“If AT&T is doing it, there's no doubt in my mind we'll be next. Prepare, folks. This is our future.” – Anonymous (Original Post)
“AT&T, the Federal Government and many other companies are going back 5 days. The writing is on the wall.” – Anonymous
Many users point out recent examples:
- AT&T moving to 5-day RTO.
- The Federal Government’s shift toward more in-person work.
These posts emphasize a sense of inevitability, suggesting employees should be ready for a similar change at Verizon.
# Office Space Constraints
Several comments underscore that Verizon simply may not have enough physical capacity to bring everyone back five days per week.
“Stop with this. It’s not happening. Most building can’t support full RTO. We sold off too many.” – Anonymous
“I'm a little nervous about this too. But at least in the Alpharetta office, they will have to find more space. We had 4 buildings pre-Covid, and they got rid of 3 of them. So don't believe there is enough space here in the one remaining building.” – Anonymous
Some users suggest that certain teams have already been designated to work from home permanently, further complicating a potential full-time office return.
# Varying Opinions on Work-From-Home Productivity
Another major theme involves contrasting beliefs about how productive employees are when working from home.
Against WFH:
“100% of people that work from home are stealing from their respective companies and should be fired.” – Anonymous
“You can rationalize all you want with ‘studies show.’ WFH only benefits the scammers while destroying in-person social interaction. … RTO is coming.” – Anonymous
“This a fact, partial RTO has already happened. Studies have shown that WFH emI'tployees are 70% less productive then in the office. … It’s time to get people back in the office and for production to get back to normal.” – Anonymous
In Favor of WFH:
“Studies have shown that WFH employees are 70% more productive than in the office. … The company has seen both record profits and cash flow and during this time, LESS people were working from the office.” – Anonymous
“Verizon started going home-based back in 2016, well before covid. The company has seen both record profits… it’s just going to a different building to just get on a webex … It’s all silly and should just be a topic left to let die off.” – Anonymous
These comments highlight a rift between those who find WFH beneficial for productivity and those who see it as detrimental.
# Comparison to Competitors and Other Companies
Verizon’s approach to WFH and office hubs is frequently contrasted with AT&T and other corporations:
“ATT went to hub strategy a few years ago then RTO. VZ has too many home based workers to take the second step without the first.” – Anonymous
Users also point to the Federal Government’s shift to more in-person work and suggest Verizon might be influenced by these external trends.
# Management Strategies and Attempts to Circumvent RTO
A few posters discuss strategies employees use to minimize time in the office, or how certain groups might achieve at-home status:
“Lots of remotes and hybrids who have become 2-3 day RTOs are swiping in and then boogeying after a few hours by avoiding the days when the managers are around.” – Romans 12:17-21
“June 23rd, bookmark this. The current debate is 3 verses 4 days per week for anyone with hybrid designation. There are discussions also underway in which groups can be converted to at-home to keep from overcrowding buildings at capacity.” – Anonymous
There is also mention of Verizon’s HR policies, with users advising colleagues to request formal at-home designations quickly if they do not want to be forced back.
# Critiques, Tensions, and Hostile Language
Some comments use harsh or antagonistic language toward opposite viewpoints—both from those opposing WFH and those mocking the possibility of RTO:
“Come back to the office so we can help orange face economy since the undocumented are being deported.” – Anonymous
“oVeRcRoWdeD bUilDiNgS lol … Your entitlement grievance excuse list just keeps getting shorter & shorter & shorter…” – Anonymous
Others mention “snow flakes” or “scammers,” indicating a certain degree of hostility. Some comments also veer into political or conspiratorial territory.
# Uncommon (or Less Common) Opinions
Below are some quotes that stand out from the prevailing productivity-based or logistical discussions, either because they involve political references, inflammatory language, or less frequent viewpoints:
“Come back to the office so we can help orange face economy since the undocumented are being deported.” – Anonymous
“Maybe some H1bs will, but they are going away soon.” – Anonymous
“Je-k..RTO..tug..RTO..Je-k..RTO..tug..RTO..Je-k..RTO..tug..RTO..ahhhhhhhhh” – Anonymous
These posts illustrate fringes of the conversation that focus on political commentary, borderline insults, and repeated references disconnected from the central debate about RTO logistics and productivity.
# Conclusion
The conversation reveals a deeply split community. Some are convinced that full-time RTO is imminent and that WFH is harmful to collaboration, while others argue Verizon lacks the infrastructure to accommodate everyone onsite and praise WFH’s positive impact on productivity. Additionally, tensions run high, with personal, political, and sometimes inflammatory statements woven into the debate. Overall, the thread captures a workforce grappling with shifting workplace norms, corporate decisions, and the practicalities of where and how employees will work in the future.