Is there an official policy? I hear so many different things. For example we were just told that holidays do not count as in office. This is in direct contrast with what we were originally told. The real problem is that as an employee you have no way yo know your status or to know if you are in violation of the policy. Also, does all it take is one violation to have it negatively effect your review? These are pretty basic questions that should be made available. It seems like this whole thing is just made up on the fly.
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Oh the heck with it. Let’s just throw it all in PPM and let Robin just try to find anyone that can extract anything useful from that P.O.S. monstrosity.
I’ll be stocking up on popcorn for that Sh1t Show.
No worries. Fun time is over. It will all come out in the forced rankings and the chips will fall where they should. In this year there should be no Sub. Going forward the Industry standard 2 weeks of pay should apply as we need to get our house back in order. Our owners, the shareholders, want their Bank back and we’re going to give it to them.
Dude, you gotta get by your half @ssed decision to pull Mellon back from Exchange to the Stone Age with Lotus Notes. You caused us all to lose years of data and we pushed back on you and forced you to allow us to move back to Exchange. Then we trained you and pulled you kicking and screaming into the future. You’re welcome for the training.
There is an official policy, it is policy I-H-100 called “Working together framework policy”
There is also a sharepoint managers/team leads have access to that would answer some questions you may have. Ask you boss or their boss to help you with this. The badge swipe report does exist and management reviews it (at least in my group they do)
@4cij, there's no way exchange could have handled more 50,000 employees in 2007. Just look at the issues we had when we finally migrated a few years later. And as we already mentioned, BNY had TONS of applications in LN that took years to migrate.
Are you a serial fabrication specialist?
We used Exchange for years before the merger and you dragged us back to your beloved 1980s Lotus Notes, lost our data and we provided such blowback that you were forced to put us back on Exchange.
As for the 401K, once again you have no idea what you’re talking about.
Of course it’s legal for a company to run their own 401K. Mellon Trust ran our Mellon 401K fee free for decades until we acquired Dreyfus. Then we ran and used Dreyfus for both Mellon Employees and for external customers. It’s Banking 101.
Personally I’ve always wanted to know the dirty deal behind cutting us over from Dreyfus, which we owned 100%, to VOYA, which got our contract even as they were getting fined and changing their name from ING to VOYA after being caught stealing from their customers. We’re you involved with that as well?
Prior to covid, you could work from home if you were sick and didnt want to expose other. Now that that track swipes, you are apt to be penalized for consideration towards your fellow workers. The argument that "you were coming to work 5 days before covid" doesnt hold water with tracking.
@3jbd, there was no alterative to lotus notes that was enterprise ready until around 2008.
And I doubt it's legal for a company to handle their own 401(k).
The biggest problem with PPM is that it is pure junk and that all of the COTS decisions come from NYC. I assume that there are kickbacks as no honest evaluations would ever come up with Lotus Notes, B.E.A., P.P.M. And the like. Just like selecting VOYA right after they were ING and changed their name to VOYA after getting caught stealing from their customers. I question every New York deal. Why didn’t we stay with Dreyfus, which we owned, and had a perfectly balanced set of offerings in our 401Ks.
“Show me the man, I’ll show you the crime” … Merrick Garland Vince.
We’ve simply been dragged back kicking and screaming into the mid-1980’s ever since we were taken over by BONY. I’ve heard of “You break it you bought it” but buying it to break it was sure a new one for me.
The biggest problem with PPM is that New York makes these crazy commercial off the shelf decisions. What do PPM, Lotus Notes, Remedy and BEA have in common?
Off the shelf physical time card tracking systems have been a dime a dozen since the 1970’s and all of the banks and S&Ls that I’ve worked for since 1980 were automated except here.
@2uvn, the biggest problem with ppm is we try to use it as a time management tool, project management tool, resource allocation tool, estimating software etc, etc.
Sorry, anytime that a managers deliver three or more radically different answers in as many days and continues this behavior in the following weeks and months then the management chain is dysfunctional.
Charlie was correct on Spans & Layers. All of the cuts in the bank need to come in the 8 layers of redundant managers.
I’m simply fascinated by this slow rolling BK derailment. Has Robin ever actually managed before?
Perhaps Robin’s indecision and multiple contradictory statements and guidelines were meant to confuse all to set up vague mush rules.
“Show me the employee, I’ll show you the crime.”
Brought to you by same mismanages who chose PPM, the single worst time tracking system ever?. We’ll never be able to get the basics right, will we….
@2fda, I guarantee the vendor won't be supporting them on-site.
The reports are so bad and not accurate that they’re currently engaging with a Verdor that they will pay millions of dollars just to track RTO. Think about that. This company that’s always trying to cut cost is paying a vendor to see how often we are in the office
Dump
There is no official RTO policy but there doesn’t have to be one. Your employer tells you what to do and you do it. That’s what you signed up for and that’s what they pay you for
Mgrs are not making anything vague. We go by what we get told from our direct lines which is clearly not the same communication that another mgr may be adhering too. there is a report for badge swipes upper mgmt does look at and it’s not a report all mgmt can get access too. I can only go by what my direct mgmt sees since he has access to it. If seating is an issue then it can be argued for the reason you cannot go in however many numbers of days you’re told. I tell my team don’t travel when it’s bad out or holidays mean less seat options so only do 2 days in. I haven’t been scolded for it and neither has anyone on my team so stop spreading stories
There is no policy. Unless you were lucky enough to be hired somewhere that we don't have a nearby office (say within 3 hours), and/or are some kind of upper manager or c-suite person, as of July 1 you must be back in the office 3 days a week. Doesn't matter if you recently went through the HR process and had your designation changed to "virtual", doesn't matter if your manager is ok with it, doesn't matter if none of your team is there to personally collaborate with. What ever was told to you by RV and the C suite was a lie. And expect 5 days in 2024. Unless you can obtain a medical excuse from your doctor there are no exceptions now.
There are no winners in the RTO game.
I'd have told her next time she gets the flu, network with as many people as possible that day. Shake as many hands as you can and sit in the most crowded areas.
@rmd+1mMhhvod
I think RobV actually wanted to meet her in person that day
There will NOT be an official policy. Aside from the fact that managers have all different levels of discretion, they are purposely making it vague so they can do a "gotcha" later down the line.
Most of us will assume that if you go in the 3 days, no one will bother you about being at the office enough. But how do we know that will help you get an Exceeds rating? Maybe they'll say "gotcha" and be like "well, you did go in the bare minimum, but you didn't go in 4 days like that guy over there".
I think some are either calling the bluff or simply don't care that much anymore. It's a sinking ship here. There are so many other problems with this firm that they can focus yet they choose to implement a draconian policy about badge swipes and recurring reports.
Had a buddy in Asset Servicing take his two week vacation in February. He came back the day after President's Day. February is a short month so his boss actually told him to come in on Saturdays and Sundays to make up the time so he doesn't show up as red.
I also know of someone on the floor who was out for the flu for 5 days but she got flack for staying home and working as opposed to going into the office. I'd have told her next time she gets the flu, network with as many people as possible that day. Shake as many hands as you can and sit in the most crowded areas.