Anyone know what the timeline for termination for non-compliance will be? Are we talking weeks or months of paperwork, PIP, etc? Or will it be "we accept your failure to report as your resignation."
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There is no hard timeline. They are not going to put anything down in writing, because that gives them the upper hand. Plus, they can change the rules anytime they want.
Surplus impacts have been equal opportunity in my org. Young and old have all been affected.
Most states are at will employment so they can fire you without cause anytime they want. The burden of proof is then upon you and your paid lawyer to fight it and prove it legally in court that they violated any of your civil rights. Most people don’t have the time or money to fight large corporate lawyers who are on the payroll for such occurrences. The best way to fight them is through a class action lawsuit for something like ageism because private lawyers will then take on the case on their own dime if they think there is a chance of winning. You won’t win much other than maybe back wages or reinstatement but it will stop the companies bad behavior for a while at least.
“ …A lawyer once told me it's not illegal for a company to violate their own policies.”
This is correct. The only thing that is “illegal” is firing based on one of the federally protected employment classes (age, s-xual orientation, race, religion, etc). And then you still would have to “prove” the discrimination claim in court.
They are flirting with causing themselves problems on the ageism front. Hoping the media may soon cover the CEO’s ageist comments earlier this year and the subsequent cover up of them..given other things that are coming to light as well.
“ Just point at another group that does not need to come in 5 days per week and cry discrimination. Age, race, whatever. The tell them to foff and stop harassing you or they’ll hear from your lawyer.“
You have an incredibly delusional view of your own situation. You hold no power in this situation as an at will employee. They can fire you at any time, for any reason, and they don’t need to tell you, or anyone else why. Your d-mb AD will stare at you blankly after he reads his HR provided script, and you start yammering on about lawyers and such, and what other teams are doing or not doing. And then you’ll be gone.
Don’t misunderstand, I hope you stay as long as you can stand it for. But you really need to reset your expectations.
"A chicken sh--e would wonder how long it will take to be fired."
Nah -- a chicken sh--e would create a policy for one purpose and then not have the ba--s to tell the truth behind the policy. A chicken sh--e would create a policy that costs the employees money to comply with the policy. We all know the chicken sh--e is named Stankey.
"CTO bozos and CEO clowns can squawk all they want, but they cannot produce actionable policies without documentation in ink. Take that to the fing lawsuit bank."
Are you sure about that? A lawyer once told me it's not illegal for a company to violate their own policies.
Does T even have an official days in office policy published ? If not, nothing to violate anyway.
Not as easy as some of the keyboard bandits here make it out to be. Discussions with your boss, discussions with HR, setting expectations, confirming your understanding, exploring fake accommodation options. Bottom line: you’ll get more paychecks out of being non-compliant than telling your boss you refuse to RTO as some here suggest.
An adult would call their manager and let them know that they refuse to rto. A chicken sh--e would wonder how long it will take to be fired.
RTO was announced in 2023 and is just becoming a problem? You will be walked out the door if not showing up to your assigned work center. FFS!
Ask your supervisor
Like everything, it will depend on your organization.
All you have to do is show up 3 days a week. When HR comes calling just ask them to point to the documented AT&T policy that says employees must be in the office 5 days per week. CTO bozos and CEO clowns can squawk all they want, but they cannot produce actionable policies without documentation in ink. Take that to the fing lawsuit bank.
This is what HR is for. To keep these clowns from yapping their pea brains and getting the corporation in trouble. Same reason your dork boss cant make his own rules up or give one person a 10 pct. raise and another zero raise. It’s to guard against lawsuits and EVERYONE must abide by policy. Just point at another group that does not need to come in 5 days per week and cry discrimination. Age, race, whatever. The tell them to foff and stop harassing you or they’ll hear from your lawyer. You will hear crickets from the big talking squawkers afterwards.
RTO or resignation accepted.
"Not showing to your assigned location is job abandonment."
I hate RTO as much as evenryone, but there may be truth here.
No call, no show greatly speeds up the dismissal process. Even in union environments
most cases = months... to some degree the extent you're missing the mark and the aggressiveness of your manager/chain of command could accelerate things (though HR must be involved and typically doesn't exercise much urgency with these things) - e.g., mandate = 5 days/week in office and refusal to ever show up.
Not showing to your assigned location is job abandonment.