Will SEC escape RIFs due to large number of exits?

[Anonymous]

Anonymous wrote:

Anonymous wrote:None of this is about responsible cost cutting. It is about revenge. And the SEC, in its great wisdom, brought a case against Elon just days before Trump’s inauguration.

Oh please Elon had several SEC actions against him well before Trump was re-elected because he’s not a big fan of following rules about market participation

This.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would like to know if UNIONIZED employees can have their badge swipes reviewed without notification to them. If anyone knows this for sure, please respond. Yes I will also ask my union steward next month when we go back. But just curious if anyone knows.

Just stop because this thread is giving the SEC a bad name. The union doesn’t matter (see RTO) and the SEC isn’t immune from everything happening at other agencies (see EO). The new playbook is: fork, DOGE goes in and does some cutting, VERA offered, new Chair sworn in, extensive RIFs.

I disagree about the union. But agreed on the rest. Just do your job. You’ll either keep it or you won’t. No one really knows how all this dust will settle.

But then what we will complain about on this anonymous public forum?!?!? Without constant and wild speculation, I am nothing!

[Anonymous]

Funny how the people who insist that there will be “extensive RIFs” have no idea what staff levels they’re even supposedly targeting. 4300? 4000? 3800? And what is that based on? 15 pct cut? 20 pct cut?

Even the department of commerce announced that they’re eliminating 20,000 WITHOUT RIFs at all

My prediction: the agency will be HIRING (for targeted positions) by the end of the year, bc people are leaving (and will continue to leave) in droves, bc they’re being treated like garbage. People can put up with that only for so long.

[Anonymous]

Anonymous wrote:Funny how the people who insist that there will be “extensive RIFs” have no idea what staff levels they’re even supposedly targeting. 4300? 4000? 3800? And what is that based on? 15 pct cut? 20 pct cut?

Even the department of commerce announced that they’re eliminating 20,000 WITHOUT RIFs at all

My prediction: the agency will be HIRING (for targeted positions) by the end of the year, bc people are leaving (and will continue to leave) in droves, bc they’re being treated like garbage. People can put up with that only for so long.

lol. Even if they do ever hire again, good luck finding anyone (worth a damn) to apply!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm not SEC, but another office with lots of lawyers, and we are having the same 8 hours versus 8.5 hours argument. We collectively hate ourselves for this.

I am SEC and someone asked this at an all group meeting discussing RTO.

We were explicitly told that you could NOT take your lunch at the end of the day, so you had to there 8.5 hours.

That extra half hour can really make a difference when people are trying to figure out much more complicated school logistics with RTO, but there was no ambiguity in their response.

Whether anyone would really enforce this, who knows.

The passive voice says it all. Told by whom? Where is it written? Did they reference anything authoritative? Or were they just talking out of their butt (like many on this thread)?

OGC leadership. So, no, I don’t think they were talking out of their asses.

Again, did they cite anything for this?

the source documents are all linked in the intranet in the various timesheet/schedule options. i'm not logging in over the weekend to find it for you. however, the only circumstances where you do not need to take a 30 minute unpaid lunch mid-day is if you are working for 6 hours or less.

and no, the on-site gym is not returning.

That’s nice, but nobody here has addressed the main issue: Time cards ask you to verify that you’ve worked 8 hours. Period. If you’ve worked 8 hours (ie, you were in the office for 8 hrs), your time card is accurate. End of story.

Whether you’ve somehow violated some obscure, vague, ambiguous HR policy that’s on the intranet is another issue entirely. It’s certainly not timecard fraud.

If they really cared about this, they could easily require staff to attest that they were IN THE OFFICE FOR 8.5 HOURS on their time cards. I know several agencies that do just that. It’s not hard.

They can’t have it both ways: Say that must do X with respect to working hours, but then NOT have you attest to whether you’ve indeed done X on your time card.

Passive voice or not…

When you get approval of your schedule (different software than the timesheet program), this schedule must fit within the various options. Assuming an 8 hour day:

You must have an approved schedule covering 8.5 hours that includes core hours 10-2. You have a 30 minute break for lunch, this can be spent in or out of the office, no one cares.

The agency will pull turnstile badge data, they have been doing this for years. Between your arrival to badge in (start) and your final departure badging out, you must have 8.5 total hours, start to finish, in this example.

Timesheet still says 8 hours worked a day but if you are only in for 8 and not 8.5 total (start to finish according to the turnstile data) you are not working your approved schedule. The agency has in the past accused and fired workers for not working a full 8 hours based on turnstile badging data.

So you can get technical about it but given that you must take lunch during the day, if you do not have the full 8.5 start to finish, you risk being accused of stealing time. It’s not just the timesheet that you have to certify to, it’s also that you are working your approved schedule on a regular basis, whatever that may be.

Nonsense. Nobody attests to their “approved schedule.” They attest to their time card only. And nobody in history has been accused of “schedule fraud.”

Based on your logic, an employee who goes to lunch across the street is “stealing time” because they’re not in the office for 8.5 hours. Also based on your logic, an employee with an approved schedule of 9-530 who instead worked 845 - 5:15 could also be fired for “approved schedule fraud.”

Be consistent. Do you have to be in the office for your 1/2 lunch or not? Cite a written authority that says one way or the other.

if someone is not on an approved flex schedule then yes, an employee with an approved schedule of 9-530 who instead regularly worked 845 - 5:15 without an approved schedule change could be disciplined for not working their scheduled hours. fixed schedules do not allow for credit hours or varying arrival and leave times. does the SEC currently discipline folks who do this? not that i've personally seen. the only person in my management chain that would have done this retired during covid. but if you are trying to force someone out, it's an easy place to direct the microscope because your formal schedule is a signed agreement between you and your supervisor.

anyway, i really hope you don't work at the SEC because you're a complete incompetent mess.

Different agency, but we were told that fixed schedules are as described here, very strict. If you are supposed to work 9-5 (or 5:30), and instead work 8-4 (or 4:30), then you have to take an hour annual leave to cover until end of TOD.

But don’t you know the SEC is extra super special and not like any other agency because of the rockstar union guy?

Huh? afaik gliding and flex schedules are available at most agencies.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Funny how the people who insist that there will be “extensive RIFs” have no idea what staff levels they’re even supposedly targeting. 4300? 4000? 3800? And what is that based on? 15 pct cut? 20 pct cut?

Even the department of commerce announced that they’re eliminating 20,000 WITHOUT RIFs at all

My prediction: the agency will be HIRING (for targeted positions) by the end of the year, bc people are leaving (and will continue to leave) in droves, bc they’re being treated like garbage. People can put up with that only for so long.

lol. Even if they do ever hire again, good luck finding anyone (worth a damn) to apply!

Just adding again I think there will be worse things to recon with before there is any hiring. FT RTO is one thing, but I still have no clarity on whether there will be Cuts in pay, further cuts in benefits (retirement match? FEHB to voucher program), etc. etc. Nobody can tell me these aren’t in the pipeline.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm not SEC, but another office with lots of lawyers, and we are having the same 8 hours versus 8.5 hours argument. We collectively hate ourselves for this.

I am SEC and someone asked this at an all group meeting discussing RTO.

We were explicitly told that you could NOT take your lunch at the end of the day, so you had to there 8.5 hours.

That extra half hour can really make a difference when people are trying to figure out much more complicated school logistics with RTO, but there was no ambiguity in their response.

Whether anyone would really enforce this, who knows.

The passive voice says it all. Told by whom? Where is it written? Did they reference anything authoritative? Or were they just talking out of their butt (like many on this thread)?

OGC leadership. So, no, I don’t think they were talking out of their asses.

Again, did they cite anything for this?

the source documents are all linked in the intranet in the various timesheet/schedule options. i'm not logging in over the weekend to find it for you. however, the only circumstances where you do not need to take a 30 minute unpaid lunch mid-day is if you are working for 6 hours or less.

and no, the on-site gym is not returning.

That’s nice, but nobody here has addressed the main issue: Time cards ask you to verify that you’ve worked 8 hours. Period. If you’ve worked 8 hours (ie, you were in the office for 8 hrs), your time card is accurate. End of story.

Whether you’ve somehow violated some obscure, vague, ambiguous HR policy that’s on the intranet is another issue entirely. It’s certainly not timecard fraud.

If they really cared about this, they could easily require staff to attest that they were IN THE OFFICE FOR 8.5 HOURS on their time cards. I know several agencies that do just that. It’s not hard.

They can’t have it both ways: Say that must do X with respect to working hours, but then NOT have you attest to whether you’ve indeed done X on your time card.

Passive voice or not…

When you get approval of your schedule (different software than the timesheet program), this schedule must fit within the various options. Assuming an 8 hour day:

You must have an approved schedule covering 8.5 hours that includes core hours 10-2. You have a 30 minute break for lunch, this can be spent in or out of the office, no one cares.

The agency will pull turnstile badge data, they have been doing this for years. Between your arrival to badge in (start) and your final departure badging out, you must have 8.5 total hours, start to finish, in this example.

Timesheet still says 8 hours worked a day but if you are only in for 8 and not 8.5 total (start to finish according to the turnstile data) you are not working your approved schedule. The agency has in the past accused and fired workers for not working a full 8 hours based on turnstile badging data.

So you can get technical about it but given that you must take lunch during the day, if you do not have the full 8.5 start to finish, you risk being accused of stealing time. It’s not just the timesheet that you have to certify to, it’s also that you are working your approved schedule on a regular basis, whatever that may be.

Nonsense. Nobody attests to their “approved schedule.” They attest to their time card only. And nobody in history has been accused of “schedule fraud.”

Based on your logic, an employee who goes to lunch across the street is “stealing time” because they’re not in the office for 8.5 hours. Also based on your logic, an employee with an approved schedule of 9-530 who instead worked 845 - 5:15 could also be fired for “approved schedule fraud.”

Be consistent. Do you have to be in the office for your 1/2 lunch or not? Cite a written authority that says one way or the other.

if someone is not on an approved flex schedule then yes, an employee with an approved schedule of 9-530 who instead regularly worked 845 - 5:15 without an approved schedule change could be disciplined for not working their scheduled hours. fixed schedules do not allow for credit hours or varying arrival and leave times. does the SEC currently discipline folks who do this? not that i've personally seen. the only person in my management chain that would have done this retired during covid. but if you are trying to force someone out, it's an easy place to direct the microscope because your formal schedule is a signed agreement between you and your supervisor.

anyway, i really hope you don't work at the SEC because you're a complete incompetent mess.

Different agency, but we were told that fixed schedules are as described here, very strict. If you are supposed to work 9-5 (or 5:30), and instead work 8-4 (or 4:30), then you have to take an hour annual leave to cover until end of TOD.

Is this a new thing with RTO, or has that always been the case?

Because this has definitely never been the case at the SEC, and I haven’t seen anything suggesting it will be the case now — at least yet.

Yes. This has always been the case.

Only if you don’t have a variety of flexible schedule.

[Anonymous]

Anonymous wrote:I would like to know if UNIONIZED employees can have their badge swipes reviewed without notification to them. If anyone knows this for sure, please respond. Yes I will also ask my union steward next month when we go back. But just curious if anyone knows.

Badge swipe reviews are the easiest way to terminate an SEC employee and it's been used in the past. No messy termination effort-swipes evidence is enough IF your supervisor wants you out. No need to prove anything else or exaggeration _ make up performance problems.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I would like to know if UNIONIZED employees can have their badge swipes reviewed without notification to them. If anyone knows this for sure, please respond. Yes I will also ask my union steward next month when we go back. But just curious if anyone knows.

Badge swipe reviews are the easiest way to terminate an SEC employee and it's been used in the past. No messy termination effort-swipes evidence is enough IF your supervisor wants you out. No need to prove anything else or exaggeration _ make up performance problems.

So stupid. So they don’t care what you do in the building, as long as you swiped a piece of plastic at certain times. If that’s all they measure, that’s all they’ll get.

Basically, people will be paid over $200k a year plus good benefits to show up at a building and sit in an air conditioned office for 8.5 hours (and write 5 meaningless bullets once a week). Not too shabby, actually, relatively speaking. Millions of people would give their left arms for that arrangement.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm not SEC, but another office with lots of lawyers, and we are having the same 8 hours versus 8.5 hours argument. We collectively hate ourselves for this.

I am SEC and someone asked this at an all group meeting discussing RTO.

We were explicitly told that you could NOT take your lunch at the end of the day, so you had to there 8.5 hours.

That extra half hour can really make a difference when people are trying to figure out much more complicated school logistics with RTO, but there was no ambiguity in their response.

Whether anyone would really enforce this, who knows.

The passive voice says it all. Told by whom? Where is it written? Did they reference anything authoritative? Or were they just talking out of their butt (like many on this thread)?

OGC leadership. So, no, I don’t think they were talking out of their asses.

Again, did they cite anything for this?

the source documents are all linked in the intranet in the various timesheet/schedule options. i'm not logging in over the weekend to find it for you. however, the only circumstances where you do not need to take a 30 minute unpaid lunch mid-day is if you are working for 6 hours or less.

and no, the on-site gym is not returning.

That’s nice, but nobody here has addressed the main issue: Time cards ask you to verify that you’ve worked 8 hours. Period. If you’ve worked 8 hours (ie, you were in the office for 8 hrs), your time card is accurate. End of story.

Whether you’ve somehow violated some obscure, vague, ambiguous HR policy that’s on the intranet is another issue entirely. It’s certainly not timecard fraud.

If they really cared about this, they could easily require staff to attest that they were IN THE OFFICE FOR 8.5 HOURS on their time cards. I know several agencies that do just that. It’s not hard.

They can’t have it both ways: Say that must do X with respect to working hours, but then NOT have you attest to whether you’ve indeed done X on your time card.

Passive voice or not…

When you get approval of your schedule (different software than the timesheet program), this schedule must fit within the various options. Assuming an 8 hour day:

You must have an approved schedule covering 8.5 hours that includes core hours 10-2. You have a 30 minute break for lunch, this can be spent in or out of the office, no one cares.

The agency will pull turnstile badge data, they have been doing this for years. Between your arrival to badge in (start) and your final departure badging out, you must have 8.5 total hours, start to finish, in this example.

Timesheet still says 8 hours worked a day but if you are only in for 8 and not 8.5 total (start to finish according to the turnstile data) you are not working your approved schedule. The agency has in the past accused and fired workers for not working a full 8 hours based on turnstile badging data.

So you can get technical about it but given that you must take lunch during the day, if you do not have the full 8.5 start to finish, you risk being accused of stealing time. It’s not just the timesheet that you have to certify to, it’s also that you are working your approved schedule on a regular basis, whatever that may be.

Nonsense. Nobody attests to their “approved schedule.” They attest to their time card only. And nobody in history has been accused of “schedule fraud.”

Based on your logic, an employee who goes to lunch across the street is “stealing time” because they’re not in the office for 8.5 hours. Also based on your logic, an employee with an approved schedule of 9-530 who instead worked 845 - 5:15 could also be fired for “approved schedule fraud.”

Be consistent. Do you have to be in the office for your 1/2 lunch or not? Cite a written authority that says one way or the other.

if someone is not on an approved flex schedule then yes, an employee with an approved schedule of 9-530 who instead regularly worked 845 - 5:15 without an approved schedule change could be disciplined for not working their scheduled hours. fixed schedules do not allow for credit hours or varying arrival and leave times. does the SEC currently discipline folks who do this? not that i've personally seen. the only person in my management chain that would have done this retired during covid. but if you are trying to force someone out, it's an easy place to direct the microscope because your formal schedule is a signed agreement between you and your supervisor.

anyway, i really hope you don't work at the SEC because you're a complete incompetent mess.

Different agency, but we were told that fixed schedules are as described here, very strict. If you are supposed to work 9-5 (or 5:30), and instead work 8-4 (or 4:30), then you have to take an hour annual leave to cover until end of TOD.

Is this a new thing with RTO, or has that always been the case?

Because this has definitely never been the case at the SEC, and I haven’t seen anything suggesting it will be the case now — at least yet.

Yes. This has always been the case.

Disagree you can email your supervisor and ask to work varied hours that day. 9-5:30 instead of 8-4:30.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm not SEC, but another office with lots of lawyers, and we are having the same 8 hours versus 8.5 hours argument. We collectively hate ourselves for this.

I am SEC and someone asked this at an all group meeting discussing RTO.

We were explicitly told that you could NOT take your lunch at the end of the day, so you had to there 8.5 hours.

That extra half hour can really make a difference when people are trying to figure out much more complicated school logistics with RTO, but there was no ambiguity in their response.

Whether anyone would really enforce this, who knows.

The passive voice says it all. Told by whom? Where is it written? Did they reference anything authoritative? Or were they just talking out of their butt (like many on this thread)?

OGC leadership. So, no, I don’t think they were talking out of their asses.

Again, did they cite anything for this?

the source documents are all linked in the intranet in the various timesheet/schedule options. i'm not logging in over the weekend to find it for you. however, the only circumstances where you do not need to take a 30 minute unpaid lunch mid-day is if you are working for 6 hours or less.

and no, the on-site gym is not returning.

That’s nice, but nobody here has addressed the main issue: Time cards ask you to verify that you’ve worked 8 hours. Period. If you’ve worked 8 hours (ie, you were in the office for 8 hrs), your time card is accurate. End of story.

Whether you’ve somehow violated some obscure, vague, ambiguous HR policy that’s on the intranet is another issue entirely. It’s certainly not timecard fraud.

If they really cared about this, they could easily require staff to attest that they were IN THE OFFICE FOR 8.5 HOURS on their time cards. I know several agencies that do just that. It’s not hard.

They can’t have it both ways: Say that must do X with respect to working hours, but then NOT have you attest to whether you’ve indeed done X on your time card.

Passive voice or not…

When you get approval of your schedule (different software than the timesheet program), this schedule must fit within the various options. Assuming an 8 hour day:

You must have an approved schedule covering 8.5 hours that includes core hours 10-2. You have a 30 minute break for lunch, this can be spent in or out of the office, no one cares.

The agency will pull turnstile badge data, they have been doing this for years. Between your arrival to badge in (start) and your final departure badging out, you must have 8.5 total hours, start to finish, in this example.

Timesheet still says 8 hours worked a day but if you are only in for 8 and not 8.5 total (start to finish according to the turnstile data) you are not working your approved schedule. The agency has in the past accused and fired workers for not working a full 8 hours based on turnstile badging data.

So you can get technical about it but given that you must take lunch during the day, if you do not have the full 8.5 start to finish, you risk being accused of stealing time. It’s not just the timesheet that you have to certify to, it’s also that you are working your approved schedule on a regular basis, whatever that may be.

Nonsense. Nobody attests to their “approved schedule.” They attest to their time card only. And nobody in history has been accused of “schedule fraud.”

Based on your logic, an employee who goes to lunch across the street is “stealing time” because they’re not in the office for 8.5 hours. Also based on your logic, an employee with an approved schedule of 9-530 who instead worked 845 - 5:15 could also be fired for “approved schedule fraud.”

Be consistent. Do you have to be in the office for your 1/2 lunch or not? Cite a written authority that says one way or the other.

if someone is not on an approved flex schedule then yes, an employee with an approved schedule of 9-530 who instead regularly worked 845 - 5:15 without an approved schedule change could be disciplined for not working their scheduled hours. fixed schedules do not allow for credit hours or varying arrival and leave times. does the SEC currently discipline folks who do this? not that i've personally seen. the only person in my management chain that would have done this retired during covid. but if you are trying to force someone out, it's an easy place to direct the microscope because your formal schedule is a signed agreement between you and your supervisor.

anyway, i really hope you don't work at the SEC because you're a complete incompetent mess.

Different agency, but we were told that fixed schedules are as described here, very strict. If you are supposed to work 9-5 (or 5:30), and instead work 8-4 (or 4:30), then you have to take an hour annual leave to cover until end of TOD.

Is this a new thing with RTO, or has that always been the case?

Because this has definitely never been the case at the SEC, and I haven’t seen anything suggesting it will be the case now — at least yet.

Yes. This has always been the case.

Only if you don’t have a variety of flexible schedule.

Correct. But any schedule and any changes to the schedule, whether temporary for a day, week, etc. must be approved and accounted for in some fashion. Whether leave, earning and using CH, etc. This has always been the case, is not specific to the SEC and is not new with RTO.

Most managers don’t care. But aside from just professional courtesy, with the focus on reducing the workforce, why would you put yourself in the crosshairs by just coming and going without letting your manager know?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would like to know if UNIONIZED employees can have their badge swipes reviewed without notification to them. If anyone knows this for sure, please respond. Yes I will also ask my union steward next month when we go back. But just curious if anyone knows.

Badge swipe reviews are the easiest way to terminate an SEC employee and it's been used in the past. No messy termination effort-swipes evidence is enough IF your supervisor wants you out. No need to prove anything else or exaggeration _ make up performance problems.

So stupid. So they don’t care what you do in the building, as long as you swiped a piece of plastic at certain times. If that’s all they measure, that’s all they’ll get.

Basically, people will be paid over $200k a year plus good benefits to show up at a building and sit in an air conditioned office for 8.5 hours (and write 5 meaningless bullets once a week). Not too shabby, actually, relatively speaking. Millions of people would give their left arms for that arrangement.

Again you are giving SEC workers a bad name. Please stop.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm not SEC, but another office with lots of lawyers, and we are having the same 8 hours versus 8.5 hours argument. We collectively hate ourselves for this.

I am SEC and someone asked this at an all group meeting discussing RTO.

We were explicitly told that you could NOT take your lunch at the end of the day, so you had to there 8.5 hours.

That extra half hour can really make a difference when people are trying to figure out much more complicated school logistics with RTO, but there was no ambiguity in their response.

Whether anyone would really enforce this, who knows.

The passive voice says it all. Told by whom? Where is it written? Did they reference anything authoritative? Or were they just talking out of their butt (like many on this thread)?

OGC leadership. So, no, I don’t think they were talking out of their asses.

Again, did they cite anything for this?

the source documents are all linked in the intranet in the various timesheet/schedule options. i'm not logging in over the weekend to find it for you. however, the only circumstances where you do not need to take a 30 minute unpaid lunch mid-day is if you are working for 6 hours or less.

and no, the on-site gym is not returning.

That’s nice, but nobody here has addressed the main issue: Time cards ask you to verify that you’ve worked 8 hours. Period. If you’ve worked 8 hours (ie, you were in the office for 8 hrs), your time card is accurate. End of story.

Whether you’ve somehow violated some obscure, vague, ambiguous HR policy that’s on the intranet is another issue entirely. It’s certainly not timecard fraud.

If they really cared about this, they could easily require staff to attest that they were IN THE OFFICE FOR 8.5 HOURS on their time cards. I know several agencies that do just that. It’s not hard.

They can’t have it both ways: Say that must do X with respect to working hours, but then NOT have you attest to whether you’ve indeed done X on your time card.

Passive voice or not…

When you get approval of your schedule (different software than the timesheet program), this schedule must fit within the various options. Assuming an 8 hour day:

You must have an approved schedule covering 8.5 hours that includes core hours 10-2. You have a 30 minute break for lunch, this can be spent in or out of the office, no one cares.

The agency will pull turnstile badge data, they have been doing this for years. Between your arrival to badge in (start) and your final departure badging out, you must have 8.5 total hours, start to finish, in this example.

Timesheet still says 8 hours worked a day but if you are only in for 8 and not 8.5 total (start to finish according to the turnstile data) you are not working your approved schedule. The agency has in the past accused and fired workers for not working a full 8 hours based on turnstile badging data.

So you can get technical about it but given that you must take lunch during the day, if you do not have the full 8.5 start to finish, you risk being accused of stealing time. It’s not just the timesheet that you have to certify to, it’s also that you are working your approved schedule on a regular basis, whatever that may be.

Nonsense. Nobody attests to their “approved schedule.” They attest to their time card only. And nobody in history has been accused of “schedule fraud.”

Based on your logic, an employee who goes to lunch across the street is “stealing time” because they’re not in the office for 8.5 hours. Also based on your logic, an employee with an approved schedule of 9-530 who instead worked 845 - 5:15 could also be fired for “approved schedule fraud.”

Be consistent. Do you have to be in the office for your 1/2 lunch or not? Cite a written authority that says one way or the other.

if someone is not on an approved flex schedule then yes, an employee with an approved schedule of 9-530 who instead regularly worked 845 - 5:15 without an approved schedule change could be disciplined for not working their scheduled hours. fixed schedules do not allow for credit hours or varying arrival and leave times. does the SEC currently discipline folks who do this? not that i've personally seen. the only person in my management chain that would have done this retired during covid. but if you are trying to force someone out, it's an easy place to direct the microscope because your formal schedule is a signed agreement between you and your supervisor.

anyway, i really hope you don't work at the SEC because you're a complete incompetent mess.

Different agency, but we were told that fixed schedules are as described here, very strict. If you are supposed to work 9-5 (or 5:30), and instead work 8-4 (or 4:30), then you have to take an hour annual leave to cover until end of TOD.

Is this a new thing with RTO, or has that always been the case?

Because this has definitely never been the case at the SEC, and I haven’t seen anything suggesting it will be the case now — at least yet.

Yes. This has always been the case.

Disagree you can email your supervisor and ask to work varied hours that day. 9-5:30 instead of 8-4:30.

Yes. Operative part of that is supervisor notification. Some supervisors are ok with temporary schedule shifts, some want you to use credit hours, leave, etc. A manger agreeing to a temporary shift without accounting for it is a courtesy on the supervisor’s part. They could require a full accounting for the time, i.e. coming in early, earning credit hours and taking the credit hours at the end of the day.

[Anonymous]

This thread is so pathetic and sad. Children mining coal in 1905 literally had more work flexibility than this. Teenagers at McDonald’s seriously are treated with more respect and with greater professionalism.

[Anonymous]

Anonymous wrote:This thread is so pathetic and sad. Children mining coal in 1905 literally had more work flexibility than this. Teenagers at McDonald’s seriously are treated with more respect and with greater professionalism.

This is the nature of public service. Doesn’t everyone want to work for the government now?

At least we won’t get the black lung though.