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Our org is a bit weird with this.
We have a new tool that was introduced this year where managers can see the badge swipes for employees. Most employees are supposed to be in office 3 days a week, but there can be flexibility for weather or life.
Our business unit had previously been very flexible with this and you only had to “make up” days if it was a consistent issue of not coming in.
We were told by HR that nothing would change with the new tool, it just made it more convenient for managers rather than forcing managers to request the data id they felt there were issues.
The truth is with this new tool upper management is now micromanaging our team and is making people come in on normal home days if they took PTO on the what would be a typical office day so employees hit 3 days minimum in office rather than averaging things out.
It’s been extremely frustrating as a leader because I am caught in the middle and everyone is upset.
That is absurd. PTO should not count against anyone's time in office!
What we did was create a buffer specifically for PTO & sick time. So when we say "3 days/week in the office" the actual minimum for compliance is 2.4 days/week average over the course of the year. Because of course employees take vacation, get sick, their kid might get sick ...
2.4 represents 80% of the time being in the office 3 days/week. We think 80% is pretty good, allowing employees some breathing room while also creating the in-office culture we're looking for.
Depends on the department. Some are very flexible, some are very strict. It’s been left up to the boss's discretion. I would personally rather see one rule that everyone adheres to. There can be emergencies, but I don’t like how different it is. Morale killer to see somebody allowed to come and go, but you’ll be fired for doing that.
The first year back from WFH during COVID, our CEO said to everyone "Please come in 2 days a week." After a year of very mixed results, and a lot of teams just ignoring it, she decided it was time to get serious. And now it's quite serious.
Since we have offices around the world including WeWork spaces, badging wouldn't work for us. So we created unique QR codes, placed them on ALL desks, and required people every day in the office to scan in to mark themselves present.
Well that began a game of cat-and-mouse. Employees took pictures of the QR codes and began scanning in from home. But in many offices, we could cross-reference with security badging, and could detect the fraud. Warnings, final warnings, terminations, you name it.
To further up the ante, for any employee not hitting their weekly target, they were informed their performance rating would get dinged, which affects annual raises, bonus, etc. Even that didn't do the trick, as some employees were willing to trade a lower rating for more time WFH. So the next year, the CEO made it so that the manager of the employee not hitting target would also have THEIR performance rating downgraded. Then we finally began to see real compliance.
The ridiculous thing is, if employees had just done what the CEO asked for 4 years ago, we would never have gotten into this battleground. I can tell you, the HR team is sooooooooo over it.
We’re required to be in the office three days a week, and they do check badge swipes. It doesn’t affect our pay, but I’m sure there would be some kind of conversation with your manager if you weren’t coming in as required. I can’t say for sure since I’ve never been out of compliance. That said, I don’t think it should affect compensation if you aren’t meeting the minimum in-office time