#remotework

Can anyone confirm what these differences are in the remote vs hub merit pools? Does hub get more, or does remote just get less?

Structure w/out trust just feels like punishment.
The people you are chasing will still hide, just now from a desk.
The rest of us lose flexibility that actually helped us deliver.
Thats why this feels like optics- not strategy.

I’m curious with the changes to remote if I would still be eligible to move up in my role to the next job grade. As of 2025 I was able to. I know a new position all together would be hub only.

Also, can a remote employee still earn an extraordinary performance?

Any managers or HR here that can share insights please?

Dear Uncle Billy,

I have decided that I do not wish to return to the office. Therefore, I won’t be doing so. This conclusion is final; and just to be clear, entirely beyond your power to control. You may find this frustrating, but rest assured, your ability to compel my presence in the office exists only in your imagination.

Sincerely,

Your #1 Teammate

Managers were just notified.

Remote employees will get in lower pay raise pool than on-site people. 0.5% to 1.0% lower.

Also it is confirmed that all remote employees will be moved to geography C on December 21st.

No mention of the actual pools or comp ranges overall.

We received 9 inches of snow yesterday and the streets and walkways are full of ice.

There will be many falls, injuries, and lawsuits as a result.

A responsible and reasonable corporation would have advised their employees to stay safe and work from home.

At least I punched the clock!

All future home office hires will be within commutable range. 4 days a week starting June 2026. Previously grandfathered home-office arrangements will end (minus those granted under ADA). Associates on campus are expected to be ON campus and associates working remotely are expected to be logged in and engaged during normal business hours for their specific work schedule - AT THE SAME LOCATION FOR THE ENTIRE DAY. HBA people leaders in grades 13 and up will be required to work 1 full week per month on a home office campus (4 consecutive days).

Info from @f8+1kc1xe1v0, reposting for visibility.

I heard a rumor that sometime next year USB will begin telling remote employees to move to a hub or they will be considered voluntarily quitting - so no severance. Don’t think this could realisticall happen all at once so I imagine it would be phased. Anyone know if this is true? I’m in a weird situation where my entire family works remotely for USB. They closed our hub so this would be devastating.

So I am one of the people who was home based before and I guess I have to go to the office now until I find something else. Am I going to make more money? Being HBA means I don't have to pay for gas, daycare expenses for two under 5, even food since I can cook at home. Some companies are paying people in the office more money. Is Jones going to do that? I don't get how this benefits me if not. Still having 60% of the office at home but forcing us to come in makes no sense unless there is a financial benefit.

I am officially designated as a hybrid employee in MN.
My manager and entire team are fully remote.
I have not been going to the office since the RTO policy took effect.
Are there others in a similar situation, and if so, how has this been addressed under the current RTO policy?

According to my manager looks like we get the last 2 weeks of December to work from home. LOB HR.

Follow up on TRo:
To nobody's shock, the actual reason behind RTO is due to inflate real estate value.
Confirmed increase in investment in local hire, goal is to eliminate remote hires entirely.
Current remote employees will be eliminated over time, first on the chopping block.
Expect a surge of investment into office spaces.

Confirmed february layoffs

Hertz will enthusiastically fork over a six-figure salary for the prestigious privilege of “leading” people on Teams—usually squeezed somewhere between your mid-morning nap, your daily Starbucks pilgrimage, your hair appointment, a quick load of laundry, a light workout, a heart-to-heart with your work-from-home spouse, and—naturally—your semi-professional pickleball training.

All while the company is basically on fire. Why visit a location when you can watch the flames from the comfort of your couch? Besides, going onsite requires effort, pants, and possibly arranging a babysitter. Absolutely not.

And here’s the best part: you too can snag one of these do-nothing, add-no-value positions. The secret formula? Olympic-level a-s-kissing, a PhD in micromanagement, and the uncanny ability to write “notes” like you’re transcribing a Supreme Court hearing.

Wondering how to land one of these cushy roles? Easy. Hertz will invent a work-from-home, zero-deliverables, six-figure job just for you—as long as they like you. So warm up that nose, dust off those “Excel skills,” and practice looking extremely busy while accomplishing absolutely nothing.

Dreams really do come true.

When looking for a job, let the technology work for you. Set up job alerts on LinkedIn. When you see a job, post immediately because sometimes postings get pulled quickly. Bring your laptop with you to the office. Take a lunch and use that time to look for jobs. Know you will go on interviews and get ghosted. You will take various personality tests and get ghosted. If someone tells you they are interested, know they might ghost you. Know if you work with a placement firm and they find you a role that is not a good match, they will ghost you. Rejection is part of the process. I was not prepared for that.

It took me 7 months of rejection to find a new role. I applied for 3 to 7 jobs every week on average. In all types of industries. And in the end, I found a job that is remote (but with 2 offices within driving distance) that is paying me 35% more for less responsibility. The culture is far better. We like our employees here. I should have done this years ago.

Reposted from @aw+1kc48va7v to make sure more people read it. ALl credit goes to the OP.

https://timesofindia.indiatimes.com/technology/tech-news/att-ceo-john-stankey-says-made-mistake-when-told-employees-to-return-to-office-5-days-a-week-or-leave-but-the-message-was-not-wrong-instead/articleshow/125891727.cms

I go in to the office three days a week, I have a short commute and I don’t mind because the gym and stores are on the way so I just get errands done I’d do otherwise. However the office remains unchanged from my remote setup. I collaborate with my team in different time zones including India and customers scattered across various time zones . I’m an Eastern Time employee located in a hub location, my office is mostly deserted every day. People are coming in late and leaving early. Collaboration here is minimal; people are either too busy or stuck in their own silos, making it difficult for collaboration and I don’t think my Director would even want me to just start collaborating with other departments just to do it. We are already busy enough. I find it better to just collaborate with AI, which can be done from home.

But how can we measure success? I recall hearing about company savings when employees worked from home. Shedding costly Realestate. Do we have a measure for the success of the collaboration? In these though times for VZ, how much are we truly saving by having staff onsite? After all, we want to cut CapEx, right? I feel the leaner, scrappier, thing to do would just be to better monitor remote employees to save $.But maybe someone will show me the numbers proving how RTO helps the new strategy.

I’ve heard timelines all over the place, from now through March. Has anything new or reliable come out?

The Fairfax County–based IT consultancy Qbase expects to lay off 60 remote employees before the end of the year.

https://virginiabusiness.com/qbase-layoffs-remote-workers-reston-2025/

Morale is worst I’ve ever seen, and I’ve lived through the data breach and Target Canada. I’m trying to think through what would change my attitude and I’ve got:

1. Replace all senior leaders with competent, caring individuals that act and speak like real human beings rather than corporate robots.
2. A 10% raise
3. More thoughtful RTO rules based on job type/duties and level.
4. Move Product Manager roles back to the US, and just generally stop moving every gd role over to TII.

I realize none of this is ever going to happen, but it’s nice to dream.

I’ve been with USB over 20 years and it’s easy to pick up when the vibe is off. These last 5 months or so leadership is turning cold shoulders at all levels. Staying to their own peers, head down in what feels like hush hush strategies. I’m seeing high performing, grandfathered remote colleagues “role eliminated” only to be reopened in a hub. You can feel something afoot and it’s maddening because it almost feels like leaders were told to be just shy of overt in how they are interacting these day. I’m not looking for gripe on the company, I’m looking for others who can share what they are seeing in their departments. Is it the same? What do you know? What have you heard? Cause something is swirling behind the scenes here!

my first day for Optum will be on the New year, but I can't find anything online about other people's experience lol. It's a fully remote job taking calls as a biomedical support engineer for cath labs. Wonder if anyone here is currently/ used to do that

Enjoy your last days working from home
Just announced on Q2 call

Pittsburgh office will be closing on January 14, 2026. Employees will be allowed to work from home.

Job searcher here! Are any of your departments hiring? I have a MBA from Duke so I should be a preferred candidate for management jobs. I can relocate to Dallas if needed, but preferably would like to work remotely.

Can someone please explain two (2) things…
(1) What requirement(s) must be met to work remotely?
(2) Why the heck hasn’t it been published on “The Source”?

Is Truist hiding something by NOT publicizing OR being transparent about the requirement(s)? It’s a really simple question! It baffles me that HR & Truist Execs have deliberately chosen to complicate and/or avoid the answer. Why isn’t this basic question included in the FAQs?!?!

It shows her location as WA field instead of WHQ.

• Nordstrom
  Clothing company Nordstrom will lay off 36 remote employees from its credit division, with the first termination phase beginning on Feb. 21, 2026, as the company transitions its credit operations from Nordstrom Credit Bank to TD Bank.

Nordstrom Credit Bank is located in Colorado but has remote employees in Arizona who will be laid off as part of the transition.

The Colorado location was not closing but would retain only a few employees after the transition, Laura Duve, of Nordstrom’s human resources team, wrote in a letter to the Arizona Department of Economic Security.

Can you belive this? Before long there will be no companies offering remote work, unbelievable!

ML made an external and internal song and dance about stopping doing short term activity at the expense of our long term longevity

From my experience absolutely nothing has changed though

The business has been so starved of investment over a long period of time that the only way for leadership to make a quarterly number and not get fired is by doing these short term activities which just compound the problems but let's them survive another quarter

That obviously flows down

So far apart from sapience and 10 days remote flexibility -- which in this day and age is still well below minimum expectations anywhere else - everything ML said was just empty words with no follow through. Emailing everyone telling them to work harder even though the issue is clearly under resourcing and under investment made that very clear

An email came out today stating that all Tampa employees will now require to go to the office 3 days per week (instead of 2 days) starting on January 20, 2026. I guess they want more people to leave on their own.

No exceptions at all? I’m trying to figure out what’s rumor and what’s actually happening, but everything I’m hearing sounds pretty bleak.

Please share resources for any remote jobs here.

I hate it but not because I hate being in the office but because of my commute, gas money and spending money on tolls that I can't avoid. I actually don't mind being in office for a few hours but I do know there is no "collaboration" going on lol. People go in, get their coffee then work for a bit and peace tf out.

My team is global and most are remote. Of my team, only 5 of us live in Texas and only one of my coworkers lives in Austin/RR. The rest are remote because they aren't in Austin/RR and there is no office to go to. The other two people on my team who go into office are in New Jersey and Virginia. I guarentee they aren't "collaborating" with each other lol. They are but it's via TEAMS.

I guess I'm failing to see or understand the logic behind the FIVE day in office RTO when Dell has always been a hybrid 3 days in, 2 at home company? It just doesn't make sense to me. They want us in daily but yet, claim to be flexible to our schedule and don't care how long we stay in office. Which means for many of us, it's a coffee badging experience lmfao.

I Do understand that dell wants the company to be more office centric rather than remote which, ok I kinda get that but, what about those who are full remote with no office to go into? THey are not eligible for promotion and in all honesty, the way Dell is heading, full remote employees I feel like are gonna be on the axing block sooner than later.

I mean, there isn't ANYBODY who is going to pick up their entire family, rip their kids away from their friends and school, simply to go to fkn RR to keep a job - all on their own dime... If Dell paid for reloaction then I think a solid 50% of remote employees would move, though.

Let's vent in this thread. That's it, that is the message.

Currently, quite a few fully remote workers are still with the company. Once they got rid of promotions/job growth for remote employees, it seemed like layoffs are imminent. What are the chances that remote employees are let go once RTO 2.0 starts in Feb?

If you only received a 30 daybWARN notice, CHALLENGE IT. They are trying to sc--w those of us that work remote. Your job profile probably says walnut or Irvine. Contact the Ask HR and be sure to challenge their policy (which is not the law). Here is what I sent... (the more of us that challenge their bad business practice the better for all of us)

Dear HR Department / [Specific HR Contact Name if known],
I am writing to formally acknowledge receipt of the layoff notification dated November 20, 2025, with an effective date of December 20, 2025.
Given the significant number of employees affected by the recent workforce reduction, both within California and company-wide, I have questions regarding the notice period provided under applicable state and federal laws, specifically the California WARN Act and the federal WARN Act.
The notice I received provides 30 days' advance notice. However, both the federal WARN Act and the California WARN Act generally require employers to provide at least 60 days' advance written notice for mass layoffs.
I kindly request the following information:
Clarification of the Notice Period: Please confirm if the 30-day notice period is being provided in accordance with a specific exception to the 60-day notice requirement (such as the "unforeseeable business circumstances" or "faltering company" exceptions), and if so, provide documentation supporting the applicability of that exception.
Documentation of Compliance: Please provide documentation verifying that notice has been given to the appropriate state agency (California Employment Development Department (EDD)) and local government officials as required by the WARN Act regulations. Employers can email their notices to the EDD at eddwarnnotice@edd.ca.gov.
I appreciate your prompt attention to this matter and look forward to receiving the requested information.
Sincerely,
[Your Full Name]
[Your Phone Number]
[Your Employee ID Number]