It's pretty obvious to me that this is not about collaboration. It's about finding reasons to fire people. So I'm playing the game. They can RIF me if they want but fire? I'm not going out like that. But I'm very curious about enforcement.
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I know one manager who requested exceptions for all his work from homes and told them even after October 31, they should just continue until told otherwise. Hope he didn't just put them all at risk, what part of effective immediately wasn't understood?
By the way, per the Tim baloney email, the last day of October is the last WFH day. If you don't want to get fired, better start going to work every day.
What about all the managers that are still working from home? Are they going to write up their own employees that are not following the WFH policy? So many SPS managers are still working from home. What is the reprecussion??
I agree with everyone but we are missing the bigger picture. Everyone just needs to do what I started doing a fee weeks ago.
-leave your laptop on and running 24/7. This makes you more productive as you aren't waiting for it to boot up in the morning.
-leave your laptop locked to your desk- don't take it home. Ever.
-leave your work phone at your desk. No reason to have it at home if you aren't going to work when you get home, right?
I am complying 100% with timmy baloney's mandate. No more free OT at my house, ever again. If my manager asks why I don't support anything outside my 8 hours in the office, I'll tell her that I had to cancel my home internet due to all the furloughs and benefit cuts. 8 hours in the office plus 2 hours of traffic filled commute is all HON gets. I have a family and frankly, HON had really showed me what the most important things in life are, and they don't include making Dave "the scumbag" cote rich.
If this terminates my employment then so be it. I no longer care. I have money and it will not be hard to find another role within a better company. Honeyhell has played all their cards; now it's just going to be a massive brain drain and exodus.
VPN records don't make lot of sense either though as they clearly stated we are allowed to work after hours. I haven't seen any requirement on the min number of hours to be in the office so what happens if I take my morning calls at home (which end at 11am) come in and leave at 3 because I have night calls. Would they just be looking that you login from a site once a day? And how do they account for travel. I am off site a few times per month. Plus, how about the day after an international trip. They can kiss my a-- if they think I am going to be in the office the day after traveling 20 hours. So the best report they can come up with is one that shows you were not in the office but then it is up to your manager to enforce it since he is the only one that knows your schedule right?
Gate/door entry/exit won't work globally because each site manages it's own access control system, and in many smaller sites, it's managed by local engineering employees, not a security group. There is no easy way to get those records remotely.
I heard formal confirmation today that they ARE indeed planning to compile VPN connection records to determine who is not in the office.
No word yet on whether employees will get a warning from their manager, or if the notice two weeks ago was the last warning.
Uh, yes they can fire you for not complying with policy.
ALT has the site gate entry/exit report. A report will be sent to your boss if you are MIA from the plant. They can also tell what IP address you logging on to the VPN with. Very simple automated stuff
Just log in with the VPN while at the office too.
If you aren't you probably aren't paying attention.
Little paranoid are you?