#inoffice

I got laid off last year which was the best thing that has ever happened to me.

What has been happening since then? Is RTO still strict 5 days a week? Are they still tracking hours?

Heard chatters about Q enforcing minimum hours per day (like Amazon) spent in office in the near future. No more coffee badging. Anyone could confirm if this is a rumor?

Anyone else hearing rumors of changes coming to the current in-office requirements?
I’m assuming they’re just looking for ways to ratchet up pressure to get more people to leave voluntarily instead of continuing to pay severance packages.

The remote and wfh accommodated employees are not having to deal with any of this BS. Isn’t that discriminatory to able bodied employees? They are making more money ,too, not having to commute, etc. I mean no wonder morale is so low! People in office are tired of the whole thing. We are not all playing on even turf. People that do the exact same job are required to be at 60% or more while the majority are at home raking in the savings! Boooooooooo! US Bank has some issues that need to be addressed asap!

4 days and 6-6 schedules didn’t push as many out

I had to get some papers and my sunglasses from my desk at 388 NYC today. Tapped in just after dawn, left and was home by 9am, that counts as a office day. I moved my mouse every 5-7mts or so from home and did virtually nothing today. I'll take off Thursday/Friday so that's my 'office' for the week and my boss and MD know. No RIF for me because I'm like Lancôme, worth it! Be useless my friends....

The July total possible working days appear to be overstated. With Independence Day observed on 07/03/26, the total should be 22 working days; however, it is currently posted as 23. This discrepancy suggests that U.S. Bank may no longer be observing the country’s Independence Day.

Since this topic continues to come up, here are some points you may find helpful that have been shared in other threads.

Disclaimer: Yes, I am aware the goal posts have changed and are likely to change. This information is based on current expectations.

1. The adherence data is delayed every single month. Every. Single. Month. If it isn't corrected by week two of a given month, there is a process you can follow in MyHR to have it corrected.

2. The current metric is the average over each rolling three-month period. January, February, and March are no longer factoring into that. Neither is April. Right now, it's May, June, and July.

3. If you've averaged more than 60% per three-month period (Jan-Mar, Feb-Apr, Mar-May, Apr-Jun, May-Jul), you're fine.

4. If you continue to average more than 60% across Jun-Aug, Jul-Sep, Aug-Oct, Sep-Nov, Oct-Dec, and so on, you will continue to be fine.

5. If your May-Jul average (or any three-month period in the future) is less than 60%, yes, you will have to work additional days in office to raise that average.

6. You can calculate in advance how many days you need to be in office each month, based on your Adjusted Working Days (Total Possible Days minus Vacation/Holiday/Sick days) to maintain the more-than-60% average across each rolling three-month period.

7. Yes, I am aware we should not have to do that.

8. The "Working in the office: In-office attendance and reporting (Global)" article FAQs in MyHR address the change that took place in April.

"Q. Am I held to the 'more than 60% in-office' expectation for Q1 2026 if the updated measurement approach didn't take effect until Q2 2026?

A. Yes, as the expectation of working three-plus days in the office was established and communicated over 12 months ago."

Reason being that three-plus Total Possible Working days in office each week in January, February, and March (not Adjusted Possible Working Days) averages at more than 60% and would have been achieved by employees following the expectation for Q1, which, again, is no longer factoring into the three-month average.

1. This isn't opinion or preference or bootlicking, just math.

Just received my notice to return into the office.

I’ve been cautious and coming in 3 days a week ever since the dashboard tracking was implemented. I have observed others are not here 3 days a week.

How? I can’t imagine this many folks have flexible work agreements?

Haha. I knew it was coming.

They just said anticipate 5 days a week in the home office connect when someone asked if they are gonna go back to two days at home. They said “nope. Actually we anticipate five days a week…”

TOLD YA SOOOOOOOO.

HBAs are gonna be gone next, regular and medical.

BET!

Any supervisors here can confirm what they actually monitor?

I spend at least 8 hours in the office on my in person days. Is that necessary?

Has anyone’s manager said anything to them about being in the office less than 4 days per week?

I am a fool. I underestimated Dallas commute, Parking and the 8 hour requirement. What a mess. Door to door is 11 hours for 5 days a week. What the he-l? How are my fellow 50 year olds taking it?

Sick of all the complaining about RTO as though it's somehow outrageous for a company to ask employees to work the way they were originally hired to work.

Companies are generally entitled to make reasonable changes to how work is performed. They can reasonably change your responsibilities, raise performance expectations, require compliance with workplace policies, and require employees to work from the office if that's what they believe is best for the business.

You don't have to agree with that philosophy, and it's perfectly reasonable to prefer remote work. But framing every RTO decision as the product of greedy executives or some malicious agenda ignores the fact that businesses make these decisions for a variety of reasons. Most companies would rather adopt policies that are popular with employees. When they see that a particular arrangement isn't delivering the results they expected -or isn't worth the cost- they change course.

In MN's case, employees are relatively expensive compared with many other locations. One of the main reasons those roles were based in MN was proximity to the company's headquarters and leadership. If employees are rarely in the office, that advantage is essentially gone. At that point, it's fair to ask why the company should continue paying MN labor costs instead of hiring elsewhere.

You may disagree with the decision, but it's not irrational. It's a business judgment about cost, collaboration, and the purpose of maintaining a headquarters workforce.

If in-office work is a condition of employment, your choices are to accept it, negotiate, or find another job. You'll be happier than complaining on here constantly.

That's not cruelty-it's how employment works.

Rumors that they are tracking that an employee is in office not only 3 days a week but a minimum of 8 hours in the building each of those days at CHQ? Does anyone know when that starts and how they’re tracking that? We currently don’t have the badge out system yet?

Work in 100 Magellan. This week, some of the common space/collaboration zones disappeared (big tables, couches). Cleared out just enough room on 3W to cram in 8 more desks between existing rows in a frw places. So I guess re-opening 200 to make room isn’t happening.

Are there still departments out there that think their manager is gonna help them from returning to the office? The other employees that ARE coming in won’t stand for it. You’re just fighting the inevitable. We’ve all had to come back in and so should you.

Anyone from dfs been asked to go to Plano office starting September?

Mandatory 5 Days (6 hours minimum) in the office starting after Labor Day 2026.

Are most Centene employees working from home right now, or in the office?

If you had to transition back to the office after a period of remote work, how was that adjustment?

Jeff doesn’t want you to make friends, he wants you to sit in your cube 5 days a week. Upper management have special privileges. Go ahead and leave, don’t stick around.

Since it hasn’t been asked yet this month and we’re already 1/2 day into July, when will the tracking report data be available for May. :)

Why four days? Simply put, four is twice as many as two.

As a result, employees should expect approximately twice the collaboration, twice the innovation, and, where practical, twice the culture.

While these projections have not yet been validated, they remain directionally encouraging.

The Value of Presence

Research consistently demonstrates that employees working in close physical proximity are more likely to:

• Ask if anyone has seen the conference room adapter.
- Spend fifteen minutes determining whose turn it is to reboot the meeting-room computer.
- Participate in spontaneous conversations that begin with, "Quick question..." and conclude forty-three minutes later.

These are the kinds of high-value interactions that cannot be replicated through purpose-built collaboration software specifically designed to replicate them.

Visibility Matters

Although employee evaluations will continue to be based entirely on performance and results, it is important that those results occur where they can be observed.

This allows leadership to appreciate the effort that accompanies the work, such as walking briskly between conference rooms while carrying a laptop.

Building Culture

Many employees have indicated that they already feel connected to their teams.
This is encouraging, but incomplete.

Organizational culture is strengthened through shared experiences, including:

• Searching multiple floors for an available meeting room.
- Listening to someone else's conference call while attending your own.
- Discovering at 11:58 a.m. that everyone had the same idea for lunch.

These experiences build institutional knowledge that is difficult to quantify, which is fortunate.

Addressing Productivity

Some employees have expressed concern that additional commuting time may reduce the number of hours available for focused work.

Leadership recognizes this possibility.

To offset the impact, employees are encouraged to become more efficient.

Frequently Asked Question
Q: If my team is distributed across three states and we still meet on video calls, why am I commuting?
A: While your meetings may still occur virtually, it is important that they occur virtually from the office.

This reinforces our shared commitment to flexibility

I’ve been hearing rumors about a 3 days in-office requirement, with Mondays and Fridays remote. Any truth to that?

🫩

How does such a scenario calc?! My laptop will ping to the network but I have 4 hours vaca time in workday. I’m guessing this is a double positive for “workable” days and days in office % but looking for confirmation.

If the answer is yes, did you receive any blowback so far?

Why is that?

If I take one day of vacation, does that count as an office day?

It was to go RTO full time.
You cannot go half a decade and blow it up like that.
It’s a cauldron of bad mojo and stupidity sprinkled with greed.
Bad corporate decision made my dei and fools.

A friend in GD was fired today for not going into the office. No severance package, realy firing. Has this happened in any other group? Was this just GD or did it occur in other BUs/CFs?

Now that we’re all back in the office four days a week, we’ve started noticing something interesting: there are a whole lot of headphones out there.

And listen, I get it. Sometimes you need to focus. Sometimes Teams is lighting up like a Christmas tree, your inbox is acting like it has a personal grudge, and you just need to put your head down and get through it. We are not trying to outlaw concentration, peace, or the occasional musical escape from reality.

But if everybody has headphones on all day, we may have accidentally recreated remote work, except now we added fluorescent lights, badge access, and a commute.

The goal of being in the office together is to make it easier to collaborate. That means quick questions, hallway conversations, shared problem-solving, and those little “hold on, I know who can help with that” moments that save everyone from three meetings and a mystery spreadsheet.

So in the spirit of encouraging more cross-team collaboration, USB headphones issued for Teams calls will need to be returned at the front desk. Going forward, Teams calls taken in the office will be expected to use speakerphone whenever possible. This helps keep conversations open, accessible, and aligned with the collaborative environment we are trying to build.

We want to make sure we’re using our in-office time to actually connect with the folks around us, not just sit near each other while everyone broadcasts “do not disturb” from the ears up.

So let’s keep an ear open, say hello to the people around us, and make the office feel a little less like a silent library and a little more like a team.

Does anyone know whether badge swipes are actually being tracked and if they are to what extent?

I’m not trying to call anyone out, and I certainly won’t be naming names, but it’s getting increasingly difficult to justify coming into the office five days a week when the building feels emptier by the day.

The communication around RTO has been incredibly vague. Other than the dry a$$ generic email that went out in January, there hasn’t been much clarity on expectations, enforcement, or how compliance is being measured.

If badge swipes aren’t being tracked, what exactly is the point of complying and coming in?

I'm looking forward to reading all about "return to office" four days a week tomorrow in this forum.

Heard there are changes coming to WPE . What is it, 4 days a week or non consecutive days in the office?

That seemed to be the only qualification for people who were promoted. Not really anything other than their manager liked them and they were in the office.

Does the power structure in this company understand that forcing people into the office on Thursday next week after having Memorial Day off feels like a punishment for having the audacity to acknowledge a federal holiday?

I know they don't care but really? Waste our money and time and the company's utility bills because we've just GOT to have 3 days in the office?

Zero benefit, only inconvenience and annoyance. I suggest everyone just chit chat all day and use the bathrooms as often as possible.