Thread regarding Wells Fargo & Co. layoffs

In my org RTO is lightly encouraged but not enforced. Once we were highly advised to go in one time, validate badge access, find seating and orientate yourself to the environment. Then never go in again. I never did that. I’ll never “RTO” as I was a WFH from date of hire before they nulled all that out. I simply do not care about the repercussions. Could care less if I sat jobless for 1, 2, 3 years, whatever it took to find a position I want vs a position I simply needed to provide income.

But I certainly don’t feel bad for the deadwood that get ishtcanned for stunts like badging in for just a few hours because they have long commutes or just don’t feel like being in an empty location. Orgs pay you for either hours or accomplishments. Those parameters are set forth in your hiring contract. I’m paid based on hours and the agreed number is 8 hours of work. Accomplishments are simply a benchmark included in employment to determine eligibility for continued employment and compensation adjustments. This company OWES us nothing but conversely I OWE them nothing in return outside what is defined in the hiring agreement. People put too much emotion into employment.

Suck it up, girlie men. Get your neckties, put them on, and tie them nice and tight. Go into the office and let everyone know you're happy to be there. It's your job. Start showing up on weekends, too. Show them you're motivated!

@idy+1k3aLUZu

I was WFH before COVID, worked about 50 hours a week and was a top performer. RTO can F off, and so can you. The executives have failed to make a valid business case. We're not slaves, and it's obvious that they are incompetent and making ruinous decisions on a daily basis. The BoD might as well start the process of shedding the NYC team because they lost the locker room long ago and aren't leading anything at this point.

@idy+1k3aLUZu

In my LOB, before Covid, it was only 4 days a week average required if you wanted an actual assigned cube. Many folks were only coming in 3 days back then.

So please, quit speaking about "that which you do not know", or it could make YOU "whale" even louder.

the "whaling" lol

There’s strength in numbers. Don’t comply. Enforcement is incredibly difficult because it must be applied evenly across the board. Otherwise they open themselves to discrimination/wrongful termination lawsuits. Believe me, this firm doesn’t want any more bad press. As always, best way to protect yourself is to document everything. Last but not least, always AND I MEAN ALWAYS lawyer up if things go south. You owe this place nothing.

@@idy+1k3aLUZu. I think you meant wailing, as opposed to whaling.

Those formal telecommuting agreements were given where it made sense for a person to work from home, whether it was distance-based, medical, not co-located with anyone, or something else. A reason had to be documented for the formal agreement. When they made them all null and void for a reason that clearly isn't true, that was bad enough. They made it even worse when they said someone not going in posed an undue burden to the company. I still do not understand how it poses an undue burden to Wells. It's the dishonesty that is one of the big problems. If they so easily and blatantly lie at the executive level over something like RTO, what does that say about them in other areas?

When it goes to 5 days because of non compliance cannot wait for the whaling and crying x10 that I see here. Before Covid when it was 5 days if they offered 2 wfh you would have jumped for it. Now not good enough. Must be nice that many of you have a gig you only need to work 4 hours. And that manager is right life is not fair, exactly what said when my 12 year old wfh documented agreement from my employee file was trashed. Be adults and professional.

Our senior leader means business. They’re cracking down on colleagues who even swipe for two hours because they have a 90 minute commute (one way). If they don’t correct that, the person was told their slated promotion is in jeopardy. Director is holding talks with problematic employees, because managers will be held accountable as well. When people countered that other teams don’t follow RTO, our senior leader snapped “life isn’t fair.”

My building is empty too. WF is large enough that I can’t comment on other teams. The rumors are just speculation because every team is different. My new team is doing this differently than my old team etc so your experience will vary. On my floor those that come in aren’t doing it 3/weeks or will leave after lunch. Honestly the area has gotten pretty sketchy with so few people coming into the office so I don’t know why anyone would want to stay until the evening. I’m just following the herd at this point and haven’t heard differently.

RTO is a big fail for Charlie and company. Just fire me.

Take it seriously by January, use your intelligence and judgement to see how this plays out then decide what you’re going to do and how your own boss is enforcing this ghey policy.

It differs by org. Some enforce it, some don’t. That’s the problem there’s no rhyme or reason around it. But if a lot of people aren’t complying how can do they do anything? Are they going to fire half the company? I was coming in three days a week and saw that no one else in my area was so I stopped.

I haven’t seen or heard anything about the number of hours a day is. Is it 8? I thought they weren’t tracking the total time in office, just the number of days.

Honestly, not complying is fine with mgmt. they will chip away at the people who don’t come in and replace them with lower cost new people or offshore. Quiet quitting, quiet firing, all the same. It gives them time in the background to set up plan B.

They don’t really care either way as long as whatever course of action people take leads to lower expenses.

It is being tracked, I have seen the report. The reports track badge swipes and VPN. Compliance is very low across the board, which is why there will be a new initiative to enforce in the new year. This will be closely monitored starting in January 2023 and will be a part of performance evaluations/will affect comp. Sucks but true...

This is supposedly going to be more closely monitored and acted on next year, but they can't fire everyone... Except they need to apply the rules equally so they'd literally have to fire nearly everyone, and that of course won't be happening.

Don't worry about RTO. Empty threats until they just give up and let it go.