Obviously this company is avoiding lawsuit. How many times i clocked going home past 5pm but it shows 4:45pm. Also i noticed they are adjusting your morning login. Theres no way im in the office at 7:30am lol
Make sure you have your own excel spreadsheet!
HR can’t combine entry time with hourly reporting.
If you came in building snd goes for meetings and whatever the reason don’t open laptop then you are not counted
Also if you come in office snd work 8 hours and leave your laptop in at&t building then you are counted as 12 for that day.
Whoever wrote this product should be fired
This bogus "reporting" is intended to make thousands of management professionals feel that they're being micromanaged at an excruciating level, causing them to quit - particularly more senior pros who'll have less patience for this nonsense. It cant last much longer. The costs associated with maintaining full staff in these buildings, security, utilities, coffee, toilet paper, lawsuits and the like is not going to be worth the trouble over time. They should've just done proper due diligence, made cuts where needed and paid the severance.
Tomato/Tomatoe what ever you want to call it. Same thing.
"They can use this reporting to stack rank employees for the next lay off. You’ll never even know it was used."
This is accurate. I would appreciate it if you would not refer to this as a "report." It's a "product". Do you understand me?
Respectfully,
HR Chief Product Officer
They can use this reporting to stack rank employees for the next lay off. You’ll never even know it was used.
You all are kids. In the olden days, when we all wore suits and ties, the big boss would always cut out to golf at 2:30pm. Once a week no golf, but instead a happy hour with a lady friend… and he would read po--o mags in his office until 4:45pm and when all puffed up, he’d head out to his side price. He’d notice empty cubes and the lack of clicking. He’d throw a fit in his next staff meeting. The moral of the story is they don’t care when you work, they just need a virtual proof of life to show to the big boss. And yes, the big boss at the time was John Stankey and the mag was “mature ju-s” monthly.
//The tech team who developed//
I laughed out loud at this sentence
We are correcting the report and it will be 100 percent accurate very shortly. We appreciate your patience.
The quote below is not accurate. Please disregard.
" We know what we are doing with our programming of the report..."
The troll above has never "programmed" anything and is among the crowd that struggles with his email, and cannot configure his dual monitors.
"The product currently has an 85% accuracy rate and is getting better."
Product? LMAO. Sweet, so we do have a product development team!? When do our retail stores start to sell it? Thanks for signing up for fiber. Would you like a wireless plan as well? And hey, how about a nice, new tracking report for your employees? It's our latest product. I guaranty you gonna like it!
“ Real HR Here:
This is good! This is exactly what department leadership is expected to do. Reporting flaws with the current presence metrics will help improve accuracy. The product currently has an 85% accuracy rate and is getting better.”
That’s not what the call is for. It’s to discipline and warn you to meet the 8 every day.
OMG, can't believe that they are doing this! What waste. (I left last spring). Here's what chatgpt says about presence reports and being "coached" if not meeting metrics for hours:
It definitely raises legal and ethical questions. In the U.S., under the Fair Labor Standards Act (FLSA), exempt employees are typically not entitled to overtime because they are paid a salary to perform a job, not to work a set number of hours. However, if a company is strictly tracking in-office hours and "coaching" employees for not meeting an 8-hour minimum, that starts to blur the line.
If a company enforces rigid time-tracking and disciplines employees for not meeting hourly quotas, it could create a case for reclassification. The Department of Labor and courts have ruled in some cases that when an employer exerts too much control over an exempt employee’s schedule, that employee may actually be entitled to overtime pay.
It would be interesting to see if any legal challenges come out of this. Some employees might just comply, but others could argue that if they are being tracked like hourly workers, they should be paid like hourly workers. It also seems counterproductive—shouldn’t the focus be on results rather than "butts in seats"?
It’s got me averaging 10 hours when I leave at 8 hours on the dot every day. I can’t wait till we figure out how it’s giving people that much credit.
We know what we are doing with our programming of the report. No worries. Thank you for your concerns.
Real HR Here:
This is good! This is exactly what department leadership is expected to do. Reporting flaws with the current presence metrics will help improve accuracy. The product currently has an 85% accuracy rate and is getting better.
I appreciate you are responding, but the thing is the product is not yet close to 85% at least for me.
I have tracked my hours with screen grabs for the last 2 weeks and I have 10 data points, it’s only accurate for 1 Day, and that to actually 5 min off , actual time.
Also why would use a broken presence report to fire people when you know the report is broken ?
What else you are tracking ?
“The team I’m on gets a call from the boss if the report shows less than 8hrs on any day, we then have to explain why.”
Real HR Here:
This is good! This is exactly what department leadership is expected to do. Reporting flaws with the current presence metrics will help improve accuracy. The product currently has an 85% accuracy rate and is getting better.
Mine is not accurate and wasn’t even with the old RTO report though that one was grossly inaccurate. It shows me about 0.6hrs short on average from what I’m tracking daily via spreadsheet. Now, to most this wouldn’t be a big deal; however, we have bosses (director and ups) actively counseling people due to the hours report being off. The team I’m on gets a call from the boss if the report shows less than 8hrs on any day, we then have to explain why. Talk about a major over rotation.
@ HR - can you all reel in your dogs? The company is going to get sued big time if this keeps up.
You'd think they would have learned from the NJ lawsuit that they lost.
HR here.
Appreciate that you lay it down like it is.
HR here.
Everybody on the ground knows the average hours report is a goat rodeo. The company simply doesn't have the tech infrastructure to accurately track your office hours. The report is an attempt to piece together some semblance of tracking with cardboard and duct tape.
The tech team who developed it has been yelling at the top of their lungs at leadership to slow down and understand its limitations, but now the whole company can see how error-prone it is.
And, of course, it won't take long for people to learn the hacks and figure out how to manipulate it.
“ If you are exempt and being coached using this reporting in any way, make sure you speak to an employment attorney.”
I was advised you have to be harmed by the mandate first (I.e. harassed, written up, PiP or terminated). I was also told that given the tracking, type of role I have, and hours i have to work I am misclassified as exempt. I suspect most people are.
That’s not accurate..I’m seeing myself in office well past 5pm each day (accurately) . That said the avg hours report is generally flawed with some people hours complete may wrong. Poll 10 people and you will find 8 with blatant errors in the report.
Don’t hate the report devs. They are actually part of the resistance. They are purposely writing cr-p reports to ensure that the data can’t be used with any semblance of being fair.
Who know so many employees were attending night school law classes at the community college. LOL
If you are exempt and being coached using this reporting in any way, make sure you speak to an employment attorney.