What is your federal agency telling you re: RTO? (No other rants/comments!)

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The plan for those that are remote is to end their agreement. It is literally spelled out in the EO. They will do this by RIF.

It's easy for an agency to delete billets and reassign them elsewhere. This gets around all the red tape for government relocation of the employee. If you are remote then you should be worried and doing everything you can to get back to your duty station if you value your job.

No one should believe trump and musk are going to let anyone slide and stay remote.

Where is that spelled out?

Read the EO. It directs agencies to end all remote work arrangements. That’s almost a direct quote.

The presidential memo language was a mess.

The OPM guidance says agencies should "take steps" to move duty stations to an appropriate office. That's going to be a slow and expensive process.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The plan for those that are remote is to end their agreement. It is literally spelled out in the EO. They will do this by RIF.

It's easy for an agency to delete billets and reassign them elsewhere. This gets around all the red tape for government relocation of the employee. If you are remote then you should be worried and doing everything you can to get back to your duty station if you value your job.

No one should believe trump and musk are going to let anyone slide and stay remote.

Where is that spelled out?

Read the EO. It directs agencies to end all remote work arrangements. That’s almost a direct quote.

The presidential memo language was a mess.

The OPM guidance says agencies should "take steps" to move duty stations to an appropriate office. That's going to be a slow and expensive process.

The EO literally said:

Heads of all departments and agencies in the executive branch of Government shall, as soon as practicable, take all necessary steps to terminate remote work arrangements and require employees to return to work in-person at their respective duty stations on a full-time basis, provided that the department and agency heads shall make exemptions they deem necessary.

[Anonymous]

Anonymous wrote:

Anonymous wrote:For supervisors, how are you handling discussions around this with your employees? I find it challenging to balance toeing the company line for risk of being fired with being sympathetic to how disruptive this will be to people’s lives (though I feel some of the DCUM responses are a bit entitled also)

My employees know that I like flexible workplace policies—I don’t plan to sugarcoat anything for them. This is what it is. Show up or it’s your job, same as for me. We are all adults and can make our own choices.

This. There is nothing more I can tell them so leave your sob stories at home. You only have two options, come in quit or retire.

[Anonymous]

Anonymous wrote:

Anonymous wrote:NASA- RTO Monday, January 27th

Memo came out late Friday evening

That's crazy they're not giving you guys any notice. I always thought NASA was one of the happier agencies to work for.

Their FEVs scores will be in the toilet this year. Along with everyone else.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The plan for those that are remote is to end their agreement. It is literally spelled out in the EO. They will do this by RIF.

It's easy for an agency to delete billets and reassign them elsewhere. This gets around all the red tape for government relocation of the employee. If you are remote then you should be worried and doing everything you can to get back to your duty station if you value your job.

No one should believe trump and musk are going to let anyone slide and stay remote.

Where is that spelled out?

Read the EO. It directs agencies to end all remote work arrangements. That’s almost a direct quote.

The presidential memo language was a mess.

The OPM guidance says agencies should "take steps" to move duty stations to an appropriate office. That's going to be a slow and expensive process.

The EO literally said:

Heads of all departments and agencies in the executive branch of Government shall, as soon as practicable, take all necessary steps to terminate remote work arrangements and require employees to return to work in-person at their respective duty stations on a full-time basis, provided that the department and agency heads shall make exemptions they deem necessary.

Right — the OPM policy seems more strict than the PM.

[Anonymous]

Anonymous wrote:

Anonymous wrote:For supervisors, how are you handling discussions around this with your employees? I find it challenging to balance toeing the company line for risk of being fired with being sympathetic to how disruptive this will be to people’s lives (though I feel some of the DCUM responses are a bit entitled also)

I'm a supervisor and I honestly don't care.

Take the deal and come to work or quit. I'm sick and tired of the entitlement from other federal workers. Democracy goes both ways. We all sat through years of DEI training and the other craziness during the Biden years that a lot of us disagreed with. I remember sitting in training and having some GS14 patronize us and tell us if we disagreed with DEI then we were racist. Hope she likes unemployment and all the other people who joined in enjoy their commutes.

"Elections have consequences" - Barrack Hussein Obama

I don't have any idea why anyone would find you racist at all. You seem like a peach.

[Anonymous]

Anonymous wrote:

Anonymous wrote:For supervisors, how are you handling discussions around this with your employees? I find it challenging to balance toeing the company line for risk of being fired with being sympathetic to how disruptive this will be to people’s lives (though I feel some of the DCUM responses are a bit entitled also)

I'm a supervisor and I honestly don't care.

Take the deal and come to work or quit. I'm sick and tired of the entitlement from other federal workers. Democracy goes both ways. We all sat through years of DEI training and the other craziness during the Biden years that a lot of us disagreed with. I remember sitting in training and having some GS14 patronize us and tell us if we disagreed with DEI then we were racist. Hope she likes unemployment and all the other people who joined in enjoy their commutes.

"Elections have consequences" - Barrack Hussein Obama

Where do you work that had mandatory dei training? Me thinks you’re just making up crap.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The plan for those that are remote is to end their agreement. It is literally spelled out in the EO. They will do this by RIF.

It's easy for an agency to delete billets and reassign them elsewhere. This gets around all the red tape for government relocation of the employee. If you are remote then you should be worried and doing everything you can to get back to your duty station if you value your job.

No one should believe trump and musk are going to let anyone slide and stay remote.

Where is that spelled out?

Read the EO. It directs agencies to end all remote work arrangements. That’s almost a direct quote.

The presidential memo language was a mess.

The OPM guidance says agencies should "take steps" to move duty stations to an appropriate office. That's going to be a slow and expensive process.

The EO literally said:

Heads of all departments and agencies in the executive branch of Government shall, as soon as practicable, take all necessary steps to terminate remote work arrangements and require employees to return to work in-person at their respective duty stations on a full-time basis, provided that the department and agency heads shall make exemptions they deem necessary.

You are not contradicting the PP, you know.

[Anonymous]

Our sole political at our small independent agency said on Friday they’d institute return to office as practicable. Similar to a lot of agencies, so many ppl were hired remote the past few years. Feel pretty bad for all of them. 😔

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For supervisors, how are you handling discussions around this with your employees? I find it challenging to balance toeing the company line for risk of being fired with being sympathetic to how disruptive this will be to people’s lives (though I feel some of the DCUM responses are a bit entitled also)

My employees know that I like flexible workplace policies—I don’t plan to sugarcoat anything for them. This is what it is. Show up or it’s your job, same as for me. We are all adults and can make our own choices.

This. There is nothing more I can tell them so leave your sob stories at home. You only have two options, come in quit or retire.

Wouldn't that be 3 options?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For supervisors, how are you handling discussions around this with your employees? I find it challenging to balance toeing the company line for risk of being fired with being sympathetic to how disruptive this will be to people’s lives (though I feel some of the DCUM responses are a bit entitled also)

My employees know that I like flexible workplace policies—I don’t plan to sugarcoat anything for them. This is what it is. Show up or it’s your job, same as for me. We are all adults and can make our own choices.

This. There is nothing more I can tell them so leave your sob stories at home. You only have two options, come in quit or retire.

There's a ton of unknowns still, even with some directive to come in 5 days/week. Those unknowns may be things that provide more flexibility to staff with different circumstances. You could say that those are still things that could be eventually available.

But you sound like a bad boss.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For supervisors, how are you handling discussions around this with your employees? I find it challenging to balance toeing the company line for risk of being fired with being sympathetic to how disruptive this will be to people’s lives (though I feel some of the DCUM responses are a bit entitled also)

My employees know that I like flexible workplace policies—I don’t plan to sugarcoat anything for them. This is what it is. Show up or it’s your job, same as for me. We are all adults and can make our own choices.

This. There is nothing more I can tell them so leave your sob stories at home. You only have two options, come in quit or retire.

There's a ton of unknowns still, even with some directive to come in 5 days/week. Those unknowns may be things that provide more flexibility to staff with different circumstances. You could say that those are still things that could be eventually available.

But you sound like a bad boss.

My agency already said they will allow situational telework. I'm wondering if they eventually include ad hoc in that... probably not, but it could be very helpful for many.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For supervisors, how are you handling discussions around this with your employees? I find it challenging to balance toeing the company line for risk of being fired with being sympathetic to how disruptive this will be to people’s lives (though I feel some of the DCUM responses are a bit entitled also)

My employees know that I like flexible workplace policies—I don’t plan to sugarcoat anything for them. This is what it is. Show up or it’s your job, same as for me. We are all adults and can make our own choices.

This. There is nothing more I can tell them so leave your sob stories at home. You only have two options, come in quit or retire.

There's a ton of unknowns still, even with some directive to come in 5 days/week. Those unknowns may be things that provide more flexibility to staff with different circumstances. You could say that those are still things that could be eventually available.

But you sound like a bad boss.

My agency already said they will allow situational telework. I'm wondering if they eventually include ad hoc in that... probably not, but it could be very helpful for many.

There's also flex schedules, even ones that require coming to the office 5x/week, that could help people with childcare pickup/dropoff hours. Or even just allowing accruing credit hours one day and taking those credit hours the next (ie., no formal agreement for flextime). There are still options that fit within a 40-hour-in-office requirement, but allow some flexibility.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For supervisors, how are you handling discussions around this with your employees? I find it challenging to balance toeing the company line for risk of being fired with being sympathetic to how disruptive this will be to people’s lives (though I feel some of the DCUM responses are a bit entitled also)

My employees know that I like flexible workplace policies—I don’t plan to sugarcoat anything for them. This is what it is. Show up or it’s your job, same as for me. We are all adults and can make our own choices.

This. There is nothing more I can tell them so leave your sob stories at home. You only have two options, come in quit or retire.

Wouldn't that be 3 options?

LOL. Math is always problematic.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For supervisors, how are you handling discussions around this with your employees? I find it challenging to balance toeing the company line for risk of being fired with being sympathetic to how disruptive this will be to people’s lives (though I feel some of the DCUM responses are a bit entitled also)

My employees know that I like flexible workplace policies—I don’t plan to sugarcoat anything for them. This is what it is. Show up or it’s your job, same as for me. We are all adults and can make our own choices.

This. There is nothing more I can tell them so leave your sob stories at home. You only have two options, come in quit or retire.

There's a ton of unknowns still, even with some directive to come in 5 days/week. Those unknowns may be things that provide more flexibility to staff with different circumstances. You could say that those are still things that could be eventually available.

But you sound like a bad boss.

My agency already said they will allow situational telework. I'm wondering if they eventually include ad hoc in that... probably not, but it could be very helpful for many.

There's also flex schedules, even ones that require coming to the office 5x/week, that could help people with childcare pickup/dropoff hours. Or even just allowing accruing credit hours one day and taking those credit hours the next (ie., no formal agreement for flextime). There are still options that fit within a 40-hour-in-office requirement, but allow some flexibility.

Yes. This. The problem is that the EO said full time at your duty station but I do think some agencies will still allow people to flex around so long as you’re present during core hours every day and with that I have zero problems. It’s basically what I already do three days a week.