Will SEC escape RIFs due to large number of exits?

[Anonymous]

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Anonymous wrote:I don’t want to jump in on this ridiculously petty discussion but I think if you leave before 3 on your schedule then you can use lunch to shorten your day.

A good question for my supervisor and not strangers on the internet.

Who actually gets to work at 7am? Honestly that is a very disruptive schedule and the best case for not allowing the day to end even earlier. it’s kind of a joke that key staff are unavailable for meetings during normal business hours.

My schedule is 6 - 2. Then Lunch 2-230. Perfectly in compliance with every policy. But according to some in this thread, I’m going to be prosecuted for violating the CBA.

You would not be prosecuted for violating the CBA. You would be disciplined for not complying with your approved schedule.

But, as I say to my elementary school aged kids, you seem like someone who needs to fail to learn, so try this: Put in a schedule to work 6-2 instead of 2:30 and see what happens. The work schedule software won’t let you even submit the schedule because it needs 8.5 hours to calculate 8 hours of work. Every employee working longer than 6 hours must have an unpaid lunch break, that is why an 8 hour schedule ends up being 8.5.

A approved schedule of 6-2:30 with lunch at 2 and not returning to work sets your departure time at 2, not 2:30.

If you regularly leave before your approved departure time, you will be disciplined.

It is really not that complicated.

There are a million DCUM posts and doge rumors about comparing badge swipes with TIME CARDS. Zero posts about comparing badge swipes with Worksmart schedules.

You know why? Bc there’s no such thing as “worksmart fraud.” Literally nobody cares about this except you. Not even Elon.

Literally NOBODY complies with their “approved schedule.” Do you think everyone badges in or starts working precisely at their approved start time? To the second? How much deviation is acceptable (according to your little rule book that exists only in your mind)?

Plenty of us do. You’ve just normalized for yourself not complying with your work schedule. I hope it works out for you but tbh it’s not fair to the rest of us who do comply, particularly if you do it as part of leaving at a ridiculously early hour that truncates the ability to get work done for the rest of us.

It depends on what you mean by deviation.

Say my schedule is 9-5:30 and instead I work 8:30-5 one day. Assuming it is not a position where you need coverage at particular times (and not many at the SEC are) it really shouldn’t matter with that kind of shift. It’s still 8.5 hours in the office.

Ah, I see. YOU get to deviate from your “approved work schedule.” Deviations are ok, as long as they’re the type that YOU think is acceptable. What a joke — just keep making it up as you go along…

Dude. just stop. My work schedule allows “gliding.” My agency work schedule policy clearly says we must take 30 minute unpaid lunch but not at the beginning or end of the day.

How far are you allowed to “glide”? Hopefully for you, doge knows what “gliding” means and fully supports “gliding.” They seem very open minded, so I’m sure your “gliding” will be looked upon favorably.

Meanwhile, according to you, they’ll come down like a HAMMER bc I worked 8 hours and ate lunch outside the office.

One is consistent with policy. The other is not. Shouldn’t be that hard to understand.

But isn't that policy part of the CBA? The CBA that doesn't exist anymore ...

Most agencies have work schedule policies that are incorporated into the CBA. They probably still exist. And I don’t think that the CBA has been wholly abrogated.

I think someone previously said on this thread that it's not SEC policy but part of the CBA only ... try the first 10 pages of this thread. Someone also put the statutory requirements of work hours also. Obviously with DOGE running around in the building, I would worry about badging validation vs time entry on the system time and no one should risk anything while DOGE is on the premises; however, I would think if your CBA is no longer valid (as it may come to that in the near future), then the statutory requirement is working 8 hours a day, with an extra 1/2 hour for lunch, to be taken at your convenience. Everyone is required to be in during core hours, but technically there is not a requirement for afterwards if you happen to want to take your lunch after your 8-hr work day and post core hours ending.

Good luck to you.

Good luck to you with your “gliding” work schedule. Doge will love that.

It’s literally written down on paper as agency policy. So I feel fine about it.

As was telework. And the entire CBA. Good luck!

They are general agency policies, not just in the CBA.

Gee, I seem to remember telework being a “general agency policy” for like 25 years.

[Anonymous]

I don't think anyone is going to care whether you take your off-site lunch at the end of your 8 hour workday, but can you work effectively with no break and no food for 8 hours? Maybe you can snack on a protein bar to get you through the day.

I wouldn't worry about getting disciplined for doing this. At worst, you would get a reprimand. Then you would know that management cares about your lunch break and wants you to take it in the middle of the day.

[Anonymous]

Anonymous wrote:I don't think anyone is going to care whether you take your off-site lunch at the end of your 8 hour workday, but can you work effectively with no break and no food for 8 hours? Maybe you can snack on a protein bar to get you through the day.

I wouldn't worry about getting disciplined for doing this. At worst, you would get a reprimand. Then you would know that management cares about your lunch break and wants you to take it in the middle of the day.

“I don’t think anyone cares” is not really a great attitude right now.

[Anonymous]

Anonymous wrote:I don't think anyone is going to care whether you take your off-site lunch at the end of your 8 hour workday, but can you work effectively with no break and no food for 8 hours? Maybe you can snack on a protein bar to get you through the day.

I wouldn't worry about getting disciplined for doing this. At worst, you would get a reprimand. Then you would know that management cares about your lunch break and wants you to take it in the middle of the day.

I agree that's the most likely outcome is a warning about it. But also, it takes less than 5 minutes to heat something up and you can eat while you read or whatever which is what most people do.

[Anonymous]

Anonymous wrote:I don't think anyone is going to care whether you take your off-site lunch at the end of your 8 hour workday, but can you work effectively with no break and no food for 8 hours? Maybe you can snack on a protein bar to get you through the day.

I wouldn't worry about getting disciplined for doing this. At worst, you would get a reprimand. Then you would know that management cares about your lunch break and wants you to take it in the middle of the day.

That’s probably right, but it’s so easy for them to look at badge times and see there are only 8 hours between when you came in and left. So many other badge issues require a little more analysis or can have a little more ambiguity. I’d be a bit nervous about something that is so clearly and easily to see is against the rules.

[Anonymous]

What’s next for the agency? Any expected RIFs? Pay cut to be on the GS scale? What is PA like? Seems like we’ve gotten by generally unscathed…. Feels too good to be true.

[Anonymous]

Anonymous wrote:I don't think anyone is going to care whether you take your off-site lunch at the end of your 8 hour workday, but can you work effectively with no break and no food for 8 hours? Maybe you can snack on a protein bar to get you through the day.

I wouldn't worry about getting disciplined for doing this. At worst, you would get a reprimand. Then you would know that management cares about your lunch break and wants you to take it in the middle of the day.

This is actually just incorrect advice and it's exactly what badge swipe data is intended to capture. They are looking for 8.5 hrs. They are focused on rules and how to fire people, not rational views on performance etc.

[Anonymous]

Anonymous wrote:What’s next for the agency? Any expected RIFs? Pay cut to be on the GS scale? What is PA like? Seems like we’ve gotten by generally unscathed…. Feels too good to be true.

Not unscathed, they just haven't gotten around to us yet. Probably waiting for PA to be in place first. Other agency heads were confirmed earlier so they could take actions at their agency.

[Anonymous]

Anonymous wrote:What’s next for the agency? Any expected RIFs? Pay cut to be on the GS scale? What is PA like? Seems like we’ve gotten by generally unscathed…. Feels too good to be true.

PA isn’t going to want to burn the place down, but probably isn’t going to be keen on picking a fight with the administration. And that’s probably the right call because they control the budget and picking a fight, particularly over relatively less important stuff, could lead to worse results overall.

[Anonymous]

Anonymous wrote:What’s next for the agency? Any expected RIFs? Pay cut to be on the GS scale? What is PA like? Seems like we’ve gotten by generally unscathed…. Feels too good to be true.

Hasn’t the agency lost something like 700 people over the last 2 months? And had its CBA eviscerated? And had its 9 regional directors scrapped? And 2 of its regional office leases cancelled? And its TSP supplement gone? And its employees humiliated and treated like dirt by having to send “5 bullets” every Monday?

Not sure this qualifies as “unscathed.”

If you’re talking about RIFs, aren’t there like 450 agencies? How many have experienced actual involuntary terminations? Like seven?

Not sure I’d characterize the SEC’s experiences thus far as “too good to be true.” But maybe I’m not being appreciative.

[Anonymous]

They can’t even tell me what my salary is going to be next week. I have no faith I’ll even have a salary when all is said and done. It’s ridiculous.

[Anonymous]

Anonymous wrote:

Anonymous wrote:What’s next for the agency? Any expected RIFs? Pay cut to be on the GS scale? What is PA like? Seems like we’ve gotten by generally unscathed…. Feels too good to be true.

Hasn’t the agency lost something like 700 people over the last 2 months? And had its CBA eviscerated? And had its 9 regional directors scrapped? And 2 of its regional office leases cancelled? And its TSP supplement gone? And its employees humiliated and treated like dirt by having to send “5 bullets” every Monday?

Not sure this qualifies as “unscathed.”

If you’re talking about RIFs, aren’t there like 450 agencies? How many have experienced actual involuntary terminations? Like seven?

Not sure I’d characterize the SEC’s experiences thus far as “too good to be true.” But maybe I’m not being appreciative.

That’s relatively unscathed. The people who left did so voluntarily, in same cases absolutely thrilled to get healthcare for life far sooner than they would otherwise. And “treated like dirt” for habit to spend 1-2 minutes sending an email. Let’s not be dramatic about shit that doesn’t matter when there is plenty that does, like RTO.

As for the TSP supplement, wasn’t that stopped under Gensler consistent with the union contract because the agency didn’t have the budget for it?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What’s next for the agency? Any expected RIFs? Pay cut to be on the GS scale? What is PA like? Seems like we’ve gotten by generally unscathed…. Feels too good to be true.

Hasn’t the agency lost something like 700 people over the last 2 months? And had its CBA eviscerated? And had its 9 regional directors scrapped? And 2 of its regional office leases cancelled? And its TSP supplement gone? And its employees humiliated and treated like dirt by having to send “5 bullets” every Monday?

Not sure this qualifies as “unscathed.”

If you’re talking about RIFs, aren’t there like 450 agencies? How many have experienced actual involuntary terminations? Like seven?

Not sure I’d characterize the SEC’s experiences thus far as “too good to be true.” But maybe I’m not being appreciative.

That’s relatively unscathed. The people who left did so voluntarily, in same cases absolutely thrilled to get healthcare for life far sooner than they would otherwise. And “treated like dirt” for habit to spend 1-2 minutes sending an email. Let’s not be dramatic about shit that doesn’t matter when there is plenty that does, like RTO.

As for the TSP supplement, wasn’t that stopped under Gensler consistent with the union contract because the agency didn’t have the budget for it?

Again, how many of the 450-plus agencies have experienced involuntary terminations? Like 8. Probably 6,000 people total.

Yet reading the internet, you’d think every agency had fired 50 percent. So it’s not me who’s being “dramatic.”

[Anonymous]

Anonymous wrote:

Anonymous wrote:What’s next for the agency? Any expected RIFs? Pay cut to be on the GS scale? What is PA like? Seems like we’ve gotten by generally unscathed…. Feels too good to be true.

Not unscathed, they just haven't gotten around to us yet. Probably waiting for PA to be in place first. Other agency heads were confirmed earlier so they could take actions at their agency.

^this. I think more will happen when the new chairman is in place. That seems to be the case for other agencies. They are making sure that people are spending 40+ hours in the office and ad hoc telework is being reviewed.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What’s next for the agency? Any expected RIFs? Pay cut to be on the GS scale? What is PA like? Seems like we’ve gotten by generally unscathed…. Feels too good to be true.

Hasn’t the agency lost something like 700 people over the last 2 months? And had its CBA eviscerated? And had its 9 regional directors scrapped? And 2 of its regional office leases cancelled? And its TSP supplement gone? And its employees humiliated and treated like dirt by having to send “5 bullets” every Monday?

Not sure this qualifies as “unscathed.”

If you’re talking about RIFs, aren’t there like 450 agencies? How many have experienced actual involuntary terminations? Like seven?

Not sure I’d characterize the SEC’s experiences thus far as “too good to be true.” But maybe I’m not being appreciative.

That’s relatively unscathed. The people who left did so voluntarily, in same cases absolutely thrilled to get healthcare for life far sooner than they would otherwise. And “treated like dirt” for habit to spend 1-2 minutes sending an email. Let’s not be dramatic about shit that doesn’t matter when there is plenty that does, like RTO.

As for the TSP supplement, wasn’t that stopped under Gensler consistent with the union contract because the agency didn’t have the budget for it?

Again, how many of the 450-plus agencies have experienced involuntary terminations? Like 8. Probably 6,000 people total.

Yet reading the internet, you’d think every agency had fired 50 percent. So it’s not me who’s being “dramatic.”

Way more than 6,000 people have lost their jobs government wide.

And yes, whining about the five things email is dramatic.