Yup, literally just found out we’re RTOing in February last week. As of this morning, my boss didn’t have any answers to many very basic questions. How we’re supposed to collaborate in office when our teams currently occupy half a dozen states and 3± countries? What are the long term expectations for those too remote to come into an office, move your family or get fired? What is going to happen with the jobs of those who don’t even live in or near the US, get a visa and move your family or get fired? Won’t we have the constant issue with in-person conversations and brain storming leaving non-local team members out of the loop? Are we who were hired in as remote employees, who were told to expect to remain remote, who are now being asked to dramatically change the terms of our employment in very significantly negative terms, who will suddenly have additional costs to time, travel, child care, office clothing purchase and maintenance, food, etc., just expected to eat those costs and negative terms without any additional compensation or benefits? We’ve all had about 5 days to come to terms with this news, and as of today, apparently, it’s time to “stop complaining” per my boss.
I’m going to stop complaining all the way to interviewing with other employers who are remaining remote and, judging by the job listings, getting a huge pay raise at the same time, so…
At the moment, I’m sitting right and watching because I’ve already kicked the hornets nest quite a bit both by publicly asking management very tough questions and by suggesting to my team that if enough of us don’t show up there isn’t much they can do about it.
Yeah, more than a few have been pushing back pretty hard. I’ve seen that sentiment floated in one of the meetings recently, so if we are at the same company, I might have a guess as to who you are, but I’ll keep that to myself for obvious reasons. I’ve been trying not to give them a reason to fire me by doing or saying anything that could be seen as insubordination or something like that. I don’t want to be fired without another position lined up and be disqualified from unemployment. But I’m pretty sure if they were to fire any of us for simply not returning to the office, or coercing us to quit or lose benefits or something, I’m pretty sure we’d still qualify for unemployment. If the reason for termination was due to a negative change in the terms of employment that wasn’t agreed upon at hiring, I believe that’s not disqualifying. Just a thought.
I have some family obligations that make needing to go to office, especially this Spring, a big problem. I might be able to do it for a little while, but it’s not worth sticking around anymore. They’re not doing anything to compensate us at all for these new costs they’re placing on us. And all for a policy change they can’t even reasonably justify. I had been pretty happy to stick with them for the foreseeable future, even at a lower pay rate than I could get elsewhere, just for the stability and flexibility I’ve had. But they’re pulling that rug out from underneath me now, so… I’m out ASAP.
If only there was a way to give employees a way to take part in the company. Some kind of part of the company and make then partholder.
Doesn’t help. You still have executives saying things like “we’re ignoring the survey about RTO, your RTO date is February. Get fucked.”
Yup, literally just found out we’re RTOing in February last week. As of this morning, my boss didn’t have any answers to many very basic questions. How we’re supposed to collaborate in office when our teams currently occupy half a dozen states and 3± countries? What are the long term expectations for those too remote to come into an office, move your family or get fired? What is going to happen with the jobs of those who don’t even live in or near the US, get a visa and move your family or get fired? Won’t we have the constant issue with in-person conversations and brain storming leaving non-local team members out of the loop? Are we who were hired in as remote employees, who were told to expect to remain remote, who are now being asked to dramatically change the terms of our employment in very significantly negative terms, who will suddenly have additional costs to time, travel, child care, office clothing purchase and maintenance, food, etc., just expected to eat those costs and negative terms without any additional compensation or benefits? We’ve all had about 5 days to come to terms with this news, and as of today, apparently, it’s time to “stop complaining” per my boss.
I’m going to stop complaining all the way to interviewing with other employers who are remaining remote and, judging by the job listings, getting a huge pay raise at the same time, so…
Sounds like you and I may be at the same company.
At the moment, I’m sitting right and watching because I’ve already kicked the hornets nest quite a bit both by publicly asking management very tough questions and by suggesting to my team that if enough of us don’t show up there isn’t much they can do about it.
Yeah, more than a few have been pushing back pretty hard. I’ve seen that sentiment floated in one of the meetings recently, so if we are at the same company, I might have a guess as to who you are, but I’ll keep that to myself for obvious reasons. I’ve been trying not to give them a reason to fire me by doing or saying anything that could be seen as insubordination or something like that. I don’t want to be fired without another position lined up and be disqualified from unemployment. But I’m pretty sure if they were to fire any of us for simply not returning to the office, or coercing us to quit or lose benefits or something, I’m pretty sure we’d still qualify for unemployment. If the reason for termination was due to a negative change in the terms of employment that wasn’t agreed upon at hiring, I believe that’s not disqualifying. Just a thought.
I have some family obligations that make needing to go to office, especially this Spring, a big problem. I might be able to do it for a little while, but it’s not worth sticking around anymore. They’re not doing anything to compensate us at all for these new costs they’re placing on us. And all for a policy change they can’t even reasonably justify. I had been pretty happy to stick with them for the foreseeable future, even at a lower pay rate than I could get elsewhere, just for the stability and flexibility I’ve had. But they’re pulling that rug out from underneath me now, so… I’m out ASAP.
Oh Geez, you guys aren’t really thinking about the shareholders… /s
Not really, because suddenly the shareholders are a heck of a lot easier to reach and ask to get rid of a particular manager
Yeah they’ll give you like $100 worth of shares in a year.
That won’t vest until 5 years later.
At $20/year that’s like a Christmas dinner at McDonalds once a year for five years.