As a manager, i can sense that RTO is being used as a financial strategy to stiff employees on year end bonuses and raises. There is no winning this fight if you care about having a decent bonus payout or getting a raise. They will do everything they can to prevent paying you more. They don’t give a f if you’re sick or have a good reason to miss days, they will look at your stats and use it against you. Not trying to be a boomer and say “you have been warned” but we as managers literally cannot help our people.
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RTO requirements/ metric/ stats are not stated or accessible anywhere. Doesn't matter if you have fmla or an accommodation. They will use other metrics in a way that is false, to withhold things like, raises, end of year bonus, QBO and other monetary benefits offered. You will not get an answer or clarification about what is expected of you or if any situations are excluded. How it is calculated. Etc. It is very unethical
for the OP, as an employee who does actual work, I think you're just a highly paid secretary. Real employees do real work. Managers are secretaries that kiss butt.
RE: @2kze+1ueXt8qY
WOW!
"To the person saying it was empty on Fridays before. Yes, no kidding. But now you’re required to come in Fridays. Your attendance on every single day of connect week influences your bonus."
I did some of my best work (writing code) on Fridays when I could work a longer day w/no commute.
I do like getting out of the house and going into the office what they are missing here is that there is a delicate balance and mandates will indeed clog up the productivity flow and detach bonus from actual performance
just my humble opinion..........
To the person saying it was empty on Fridays before. Yes, no kidding. But now you’re required to come in Fridays. Your attendance on every single day of connect week influences your bonus.
To the person talking about make-up days, those don’t exist according to the FAQs.
I’m almost certain that if you miss one day of a connect week you get a fail for that week and don’t get credit for it.
Hey, phones was getting bonuses just for showing up. Could equal 7500 a quarter, at least in WI. Just for being on time (within 2 minutes) and showing up.
Sounds like something a manager would say.
BE AFRAID!!
COME IN TO WORK ALL THE TIME!
BE AFRAID!!
...Sounds like something a manager would say.
Reality is HR will be risk adverse to associating bonus pay too closely with attendance at office because unless very, very careful this can open them up to lawsuits if discrepancies are found (and since many "excused" absences are because of manager discretion, they can be)
huh? Bonus PTO for just showing up? wow
@uci+1ueXt8qY - "A little bonus PTO for attendance would be much appreciated as well."
If you have an offer letter that states your were a fully remote sure but otherwise cmon now. Best way to make more $ is to not "quiet quit" just be productive and keep learning new things and you'll be just fine at FIDO like i was for 24 years.
Why? On average the stock market increases 10% annually ..... the math is AWESOME!!!!
Having to make up days is ridiculous. Phones or ex phones managers are being militant as he-l about coming, going, making up days, breaks, OT…ridiculous. Meanwhile no one, even leadership, knows what they are doing, the turnover is so bad.
Would be sweet if those of us who have adhered to dynamic working requirements would get PAID!
Like maybe the piece of the pie that was supposed to be paid to those who decided you stay home could get redirected our way?
A little bonus PTO for attendance would be much appreciated as well.
MMK was empty on Fridays for like Ten Years prior to all the covid shenanigans
I can confirm that last pay cycle, HR did an action to bump down bonus % of associates and remove any potential share recommendations who had not adhered to connect weeks - this was done w.o manager approval or input.
It’s only the egregious ones that will get stiffed. If people have reasonable things like doctor’s appointments - that shouldn’t be a problem. HR is targeting the outright defiant, not the occasional non compliant. Work life balance got affected the most on the pulse survey. They don’t want to have to monitor attendance reports long term.
Are you just figuring this out? The comp recs are already in, so this advice would apply to next year. I told my directs months ago that they should stay home if contagious but otherwise try to make it every day of every connect week. Schedule doc appointments early or late in the day so you can still come in. Of course it’s going to affect our bonus recs. And I still see the office empty on Fridays. Some of y’all are waking up late here.