Anonymous wrote:Still nothing from Treasury. It's odd.

The Secretary was asked about RTO at his town hall meeting yesterday (Monday). He said that they are still working on RTO planning, and didn’t provide any timelines. He also indicated that he wanted to make some changes at the Main Treasury building (improving food offerings, reopening the gym, and reopening the building’s front entrance - which has been closed for the past several years) before requiring employees to come back full time.

The Main Treasury building improvements are specific to Departmental Offices employees only, though, and wouldn’t be relevant to employees at other parts of Treasury (the various bureaus plus the IRS). I don’t know if all Treasury employees are going to be on the same RTO plan and timeline.

Anonymous wrote:Still nothing from Treasury. It's odd.

They don't want to totally f-up tax filing season since it will piss the public off. They will also probably lose a ton of people they hired this past year with promises of flexibility.

Anonymous wrote:The challenge of short notice RTO are lots of people do things they should not.

I have a wonderful worker and we are mainly remote. Total coincidence she lives 5 minutes from office. She has a 7 and 3 year old.

Her schedule I noticed is log on 8am check email, go to bus stop, come back check email then take other kid day care, come back log on work to around 3pm pick up kid bus stop. Then back on line and log off by 430 and pick up other kid day care.

She would not want to go back to office. But she can’t really use this schedule as an excuse.

How could you possibly know this without looking through her window all day long?

The challenge of short notice RTO are lots of people do things they should not.

I have a wonderful worker and we are mainly remote. Total coincidence she lives 5 minutes from office. She has a 7 and 3 year old.

Her schedule I noticed is log on 8am check email, go to bus stop, come back check email then take other kid day care, come back log on work to around 3pm pick up kid bus stop. Then back on line and log off by 430 and pick up other kid day care.

She would not want to go back to office. But she can’t really use this schedule as an excuse.

Anonymous wrote:SEC here. CBU employees still haven’t heard anything. It’s odd.

Same with VA

SEC here. CBU employees still haven’t heard anything. It’s odd.

Anonymous wrote:Still nothing from Treasury. It's odd.

Permanent telework…

Jack $hit. It’s Schrodinger’s RTO. I’m living in a state of simultaneously being mass recalled to an office, but not being recalled because I don’t have an office. Fun times!

Still nothing from Treasury. It's odd.

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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

Your post has some racist dogwhistle language in it. I’m glad you’re not my supervisor. You shouldn’t be allowed to manage anyone.

It's probably someone that doesn't actually work for the federal government. I've been at my agency for over a decade and we never had any DEI training. And if there was anything to that effect it certainly was not mandatory.

As I have written elsewhere here I probably had over 30 hours of mandatory DEI training during the Biden administration. Most of it done at night because I was too busy during the day.

Oh, yeah? What were the trainings? Name the courses.

“Things that never happened: conservative derangement edition”
“Fiction writing for DCUM”

You’re full of it bro. I don’t even think we have 30 hours of training in general.

You have clearly never been a manager at the Department of Labor.

Well you got me there. Never worked at DoL but have worked at two other agencies and we never had anything close to 30 hours of training AND nothing involving DEI.

DOL employee here and yes, this is a lie. 5 years in the agency and a new manager, and I think I have done about an hour a year of anything like unconscious bias trainings, across administrations. A lot of trainings are optional. Maybe people felt peer pressure to do them but there have been very few mandatory DEI related trainings, the most I can remember is an unconscious bias training years ago, during the Trump administration!

So you didn't have to attend the Cornell University course on DEI in FY2022? Or any of the other annual 40 hours of mandatory manager training?

Was the 40 hours devoted entirely to DEI?

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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

Your post has some racist dogwhistle language in it. I’m glad you’re not my supervisor. You shouldn’t be allowed to manage anyone.

It's probably someone that doesn't actually work for the federal government. I've been at my agency for over a decade and we never had any DEI training. And if there was anything to that effect it certainly was not mandatory.

As I have written elsewhere here I probably had over 30 hours of mandatory DEI training during the Biden administration. Most of it done at night because I was too busy during the day.

Oh, yeah? What were the trainings? Name the courses.

“Things that never happened: conservative derangement edition”
“Fiction writing for DCUM”

You’re full of it bro. I don’t even think we have 30 hours of training in general.

You have clearly never been a manager at the Department of Labor.

Well you got me there. Never worked at DoL but have worked at two other agencies and we never had anything close to 30 hours of training AND nothing involving DEI.

DOL employee here and yes, this is a lie. 5 years in the agency and a new manager, and I think I have done about an hour a year of anything like unconscious bias trainings, across administrations. A lot of trainings are optional. Maybe people felt peer pressure to do them but there have been very few mandatory DEI related trainings, the most I can remember is an unconscious bias training years ago, during the Trump administration!

So you didn't have to attend the Cornell University course on DEI in FY2022? Or any of the other annual 40 hours of mandatory manager training?

Anything new from Interior? Someone on reddit says there was an email today, but I don't see it.

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Anonymous wrote:Anyone hear from NASA?

Goddard is expected to be onsite now, with flexibility and exceptions until 2/28. "Full compliance" for RTO on 2/28. So far flexible hours are still allowed.

Anyone from headquarters downtown?

Anonymous wrote:No guidance on flexible work schedules—I am assuming those stay as is, as well as situational tw as approved by supervisor. What would be nice is if we were only required onsite during core hours and could work outside of core hours at home. Probably never going to happen.

That would be nice, and that would be a gamechanger. But that isn't their goal.

No guidance on flexible work schedules—I am assuming those stay as is, as well as situational tw as approved by supervisor. What would be nice is if we were only required onsite during core hours and could work outside of core hours at home. Probably never going to happen.