Get Your Butt Back To The Office (1 Viewer)

[Desert_Power]

I scored one goal in high school soccer. I wasn't a forward but had a coach who hated me and played me there to try and make me quit. We had our first scrimmage that year and he basically made me wear some ridiculously short shorts because they did not have enough of regular ones. Pretty sure I still have them.

This scrimmage went very poorly for us. We lost 4-1. Or as our coach said, it should have been 4-0 but we got lucky. That lucky was my putting a delicious chip over the opposing keeper.

My dad is great and always super involved in sports (maybe too much), but that is one of the very few games he missed. He saw me shut this same team down in my natural habitat of the goal next year, but wish he would have saw that the year before. Especially since I skied my best other chance to score in a game.

I have a three year old boy and cannot imagine many things I'd prefer over watching him play a game. Any game.

 

[belljr]

Best part about my situation is now if I get a call after hours then I have to drive to the office but then I get to bill overtime

 

[Navin Johnson]

I've learned to cc direct managers on correspondence to people sluggish to respond and it usually speeds things up quite a bid.

Side tangent, what is an appropriate email response time? I've mentioned before in posts people don't read that I have almost every notification deactivated. Text messages deliver silently on my phone (just the bubble on my phone - and only if I awake it) and emails deliver silently on a monitor (just the outlook envelope on desktop) - if you need me now you need to call my cell (that buzzes my watch). Anything else, I have to intentionally seek it out.

There are days like today in which I am reachable pretty much all day - I was on my laptop from 8 am - 4 pm except when I was at the gym and I still checked my cell between sets, probably never went more than 30 mins without checking email. There are other weeks in which after my morning check-in I may not give it more than quick skims for at least a couple days. I am sure to flag emails from our team, my boss, and other leads collaborating on active projects but if you don't fit one of those criteria and you message me at the wrong time, it may be a while. Looking ahead, I see that happening if anyone reaches out too late next Wed am - good chance they won't hear back from me until midday Friday. Should I consider adjusting? I'm very pro work-life balance and speed is not a priority with my work, but am sensitive to how the lack of predictability can be perceived from another lens. Sometimes he answers in 3 minutes, other times, 3 days.

I'll assume the emails have either a request or action that you need to take? It depends on the field, IMO. I always respond within 24 hours, with the goal of less than that. If someone I work with doesn't respond within the business day, I'll be going to one of their peers or mgmt.

SO you give yourself 24 hours but expect COB from your coworkers? They must love you

 

[Max Power]

Best part about my situation is now if I get a call after hours then I have to drive to the office but then I get to bill overtime

Is it mandatory that you take the call after hours? We've been fighting a similar issue but have a hard time getting approved OT. It's been causing problems for 3-4 years at this point with no clear solution.

 

[belljr]

Best part about my situation is now if I get a call after hours then I have to drive to the office but then I get to bill overtime

Is it mandatory that you take the call after hours? We've been fighting a similar issue but have a hard time getting approved OT. It's been causing problems for 3-4 years at this point with no clear solution.

Mandatory no. But management yes. They will reach out usually the next morning.

But when we could telework I was more likely to take it, if that makes sense

Eta: we will get notified by MGMT if they deem it an emergency but that's rare. There is another whole group to deal with those types of things

 

[Hawks64]

I've learned to cc direct managers on correspondence to people sluggish to respond and it usually speeds things up quite a bid.

Side tangent, what is an appropriate email response time? I've mentioned before in posts people don't read that I have almost every notification deactivated. Text messages deliver silently on my phone (just the bubble on my phone - and only if I awake it) and emails deliver silently on a monitor (just the outlook envelope on desktop) - if you need me now you need to call my cell (that buzzes my watch). Anything else, I have to intentionally seek it out.

There are days like today in which I am reachable pretty much all day - I was on my laptop from 8 am - 4 pm except when I was at the gym and I still checked my cell between sets, probably never went more than 30 mins without checking email. There are other weeks in which after my morning check-in I may not give it more than quick skims for at least a couple days. I am sure to flag emails from our team, my boss, and other leads collaborating on active projects but if you don't fit one of those criteria and you message me at the wrong time, it may be a while. Looking ahead, I see that happening if anyone reaches out too late next Wed am - good chance they won't hear back from me until midday Friday. Should I consider adjusting? I'm very pro work-life balance and speed is not a priority with my work, but am sensitive to how the lack of predictability can be perceived from another lens. Sometimes he answers in 3 minutes, other times, 3 days.

I'll assume the emails have either a request or action that you need to take? It depends on the field, IMO. I always respond within 24 hours, with the goal of less than that. If someone I work with doesn't respond within the business day, I'll be going to one of their peers or mgmt.

SO you give yourself 24 hours but expect COB from your coworkers? They must love you

They do...thanks for asking.

 

[MAC_32]

Best part about my situation is now if I get a call after hours then I have to drive to the office but then I get to bill overtime

Sounds...efficient.

 

[Senor Schmutzig]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

 

[Scoresman]

What I'd want to see are packages/offers that count your commute in as part of your 8 hour day. Now that I know I can be as efficient or more at home, if they want me in the office, they can pay for it. Otherwise, see ya.

 

[Instinctive]

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I cut a bunch, and while I will say I don't disagree, that's mind blowing when you put it so clearly. Two weeks is really not that long.

Talk about problems with our work culture overall. Jesus.

 

[Ministry of Pain]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I feel especially bad reading this post knowing about your recent health issues
-My knee-jerk and simple brain approach tells me a travel company would be one of the easier types to have a WFH model with everyone logged into the network and Zoom to keep all the higher level execs connected and on point. I would assume there a re a lot of agents that work at a traditional computer desk/office cube, those are super easy to make WFH

-I remember phone driven business where they answer or make a lot of calls to drive the bottom lines and many were wanting people to WFH 20 years ago

Is the Hour and 45 round trip? That's still between 8-10 hours int he car every week, that's a lot.

 

[acarey50]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

Using a 50 week work year to keep the math simple:

Option 1 vs. Option 2 - 50 more mandatory in office days to get 5 extra WFH days and 5 extra PTO days, plus 7 extra days on the vacation or $1K extra (though I assume you'd need to use PTO for this, it is not in addition to your regular PTO)

To me option 2 is the easy choice.

Is there still the option to do the 3/2 option and not get any extra WFH/PTO/Vacation/Stipend? An extra 50 days of WFH to give up the 5 random WFH days and a 7day/1K stipend seems like another no brainer choice to me.

 

[Senor Schmutzig]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I feel especially bad reading this post knowing about your recent health issues
-My knee-jerk and simple brain approach tells me a travel company would be one of the easier types to have a WFH model with everyone logged into the network and Zoom to keep all the higher level execs connected and on point. I would assume there a re a lot of agents that work at a traditional computer desk/office cube, those are super easy to make WFH

-I remember phone driven business where they answer or make a lot of calls to drive the bottom lines and many were wanting people to WFH 20 years ago

Is the Hour and 45 round trip? That's still between 8-10 hours int he car every week, that's a lot.

I agree; however, the company as a whole does not. Per their words, the revised hybrid model "offers a balanced approach that supports collaboration, productivity, and overall business success while also giving employees room to manage their schedules."

My morning commute is usually 45 minutes, the evening commute is about an hour, hence the 1:45 round trip commute. Yeah, it sucks.

 

[Senor Schmutzig]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

Using a 50 week work year to keep the math simple:

Option 1 vs. Option 2 - 50 more mandatory in office days to get 5 extra WFH days and 5 extra PTO days, plus 7 extra days on the vacation or $1K extra (though I assume you'd need to use PTO for this, it is not in addition to your regular PTO)

To me option 2 is the easy choice.

Is there still the option to do the 3/2 option and not get any extra WFH/PTO/Vacation/Stipend? An extra 50 days of WFH to give up the 5 random WFH days and a 7day/1K stipend seems like another no brainer choice to me.

No, 3/2 option doesn't exist anymore. And it never did for me. As a "higher up", I didn't get that option.

 

[Scoresman]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I feel especially bad reading this post knowing about your recent health issues
-My knee-jerk and simple brain approach tells me a travel company would be one of the easier types to have a WFH model with everyone logged into the network and Zoom to keep all the higher level execs connected and on point. I would assume there a re a lot of agents that work at a traditional computer desk/office cube, those are super easy to make WFH

-I remember phone driven business where they answer or make a lot of calls to drive the bottom lines and many were wanting people to WFH 20 years ago

Is the Hour and 45 round trip? That's still between 8-10 hours int he car every week, that's a lot.

I agree; however, the company as a whole does not. Per their words, the revised hybrid model "offers a balanced approach that supports collaboration, productivity, and overall business success while also giving employees room to manage their schedules."

My morning commute is usually 45 minutes, the evening commute is about an hour, hence the 1:45 round trip commute. Yeah, it sucks.

What a load of corporate BS that quote is.

Translation: “We don’t like how work is no longer the #1 priority in our employees’ lives so we’re going to force them back into the office

 

[Mitchie]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I'd take 2, working in office 5 days a week sounds incredibly unappealing, even without a long commute.

 

[skol asylum]

Answer is still no.

 

[bigbottom]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I feel especially bad reading this post knowing about your recent health issues
-My knee-jerk and simple brain approach tells me a travel company would be one of the easier types to have a WFH model with everyone logged into the network and Zoom to keep all the higher level execs connected and on point. I would assume there a re a lot of agents that work at a traditional computer desk/office cube, those are super easy to make WFH

-I remember phone driven business where they answer or make a lot of calls to drive the bottom lines and many were wanting people to WFH 20 years ago

Is the Hour and 45 round trip? That's still between 8-10 hours int he car every week, that's a lot.

I agree; however, the company as a whole does not. Per their words, the revised hybrid model "offers a balanced approach that supports collaboration, productivity, and overall business success while also giving employees room to manage their schedules."

My morning commute is usually 45 minutes, the evening commute is about an hour, hence the 1:45 round trip commute. Yeah, it sucks.

What a load of corporate BS that quote is.

Translation: “We don’t like how work is no longer the #1 priority in our employees’ lives so we’re going to force them back into the office

For what it's worth, I expect my team to prioritize work during regular working hours, whether they are working in office or remotely. That doesn’t mean they can’t take occasional time off for doctors appointments, parent teacher conferences, attending their kids holiday performances and the like. But on a regular workday, they should be prioritizing work during the workday. Is that an outdated perspective?

 

[AAABatteries]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I feel especially bad reading this post knowing about your recent health issues
-My knee-jerk and simple brain approach tells me a travel company would be one of the easier types to have a WFH model with everyone logged into the network and Zoom to keep all the higher level execs connected and on point. I would assume there a re a lot of agents that work at a traditional computer desk/office cube, those are super easy to make WFH

-I remember phone driven business where they answer or make a lot of calls to drive the bottom lines and many were wanting people to WFH 20 years ago

Is the Hour and 45 round trip? That's still between 8-10 hours int he car every week, that's a lot.

I agree; however, the company as a whole does not. Per their words, the revised hybrid model "offers a balanced approach that supports collaboration, productivity, and overall business success while also giving employees room to manage their schedules."

My morning commute is usually 45 minutes, the evening commute is about an hour, hence the 1:45 round trip commute. Yeah, it sucks.

What a load of corporate BS that quote is.

Translation: “We don’t like how work is no longer the #1 priority in our employees’ lives so we’re going to force them back into the office

For what it's worth, I expect my team to prioritize work during regular working hours, whether they are working in office or remotely. That doesn’t mean they can’t take occasional time off for doctors appointments, parent teacher conferences, attending their kids holiday performances and the like. But on a regular workday, they should be prioritizing work during the workday. Is that an outdated perspective?

I don’t think it’s outdated per se but like several of the WFH topics in this thread it is very dependent on someone’s role and company. Most jobs have a set work day and hours but not all. I could have 4 hours of meetings and then do my other 4 hours any time of the day. I think what is outdated is saying that those 8 hours need to be contiguous and in person 100% of the time.

I know you aren’t arguing that but just pushing back a little on the idea of workday and work hours.

 

[Scoresman]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I feel especially bad reading this post knowing about your recent health issues
-My knee-jerk and simple brain approach tells me a travel company would be one of the easier types to have a WFH model with everyone logged into the network and Zoom to keep all the higher level execs connected and on point. I would assume there a re a lot of agents that work at a traditional computer desk/office cube, those are super easy to make WFH

-I remember phone driven business where they answer or make a lot of calls to drive the bottom lines and many were wanting people to WFH 20 years ago

Is the Hour and 45 round trip? That's still between 8-10 hours int he car every week, that's a lot.

I agree; however, the company as a whole does not. Per their words, the revised hybrid model "offers a balanced approach that supports collaboration, productivity, and overall business success while also giving employees room to manage their schedules."

My morning commute is usually 45 minutes, the evening commute is about an hour, hence the 1:45 round trip commute. Yeah, it sucks.

What a load of corporate BS that quote is.

Translation: “We don’t like how work is no longer the #1 priority in our employees’ lives so we’re going to force them back into the office

For what it's worth, I expect my team to prioritize work during regular working hours, whether they are working in office or remotely. That doesn’t mean they can’t take occasional time off for doctors appointments, parent teacher conferences, attending their kids holiday performances and the like. But on a regular workday, they should be prioritizing work during the workday. Is that an outdated perspective?

Yes, the actual work should be a priority during work hours. Didn't mean to suggest otherwise. But when you factor in commutes and being physically in an office 5 days a week, work ends up being the #1 focus in your life whether you like it or not. When people started to work from home, people realized they could do their work and reclaim a bit of their lives back. The "corporation" becomes less of a focus in people's lives overall and I dont think they like that shift in focus. So we get mandated RTO with statements full of corporate BS about productivity and collaboration.

 

[Dr_Zaius]

Wife's employer was in office Tuesday Wednesday and then late last year switched to Tuesday, Wednesday, Thursday. The other days you can come in if you want, and unsurprisingly most people don't. The problem is there's a subset of people that come up with repeated excuses to not come in even on the "mandatory" days, some of them averaging one day or less a week. Not surprisingly, these people also tend to be the ones that are often AWK and unreachable for long stretches when they are WFH. But rather than just dealing with this group of people there's rumblings that they're going to try to push everybody back in five days. So stupid.

 

[BassNBrew]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I feel especially bad reading this post knowing about your recent health issues
-My knee-jerk and simple brain approach tells me a travel company would be one of the easier types to have a WFH model with everyone logged into the network and Zoom to keep all the higher level execs connected and on point. I would assume there a re a lot of agents that work at a traditional computer desk/office cube, those are super easy to make WFH

-I remember phone driven business where they answer or make a lot of calls to drive the bottom lines and many were wanting people to WFH 20 years ago

Is the Hour and 45 round trip? That's still between 8-10 hours int he car every week, that's a lot.

I agree; however, the company as a whole does not. Per their words, the revised hybrid model "offers a balanced approach that supports collaboration, productivity, and overall business success while also giving employees room to manage their schedules."

My morning commute is usually 45 minutes, the evening commute is about an hour, hence the 1:45 round trip commute. Yeah, it sucks.

What a load of corporate BS that quote is.

Translation: “We don’t like how work is no longer the #1 priority in our employees’ lives so we’re going to force them back into the office

For what it's worth, I expect my team to prioritize work during regular working hours, whether they are working in office or remotely. That doesn’t mean they can’t take occasional time off for doctors appointments, parent teacher conferences, attending their kids holiday performances and the like. But on a regular workday, they should be prioritizing work during the workday. Is that an outdated perspective?

Dude...I see no mention of my workout or nap. Please get with the program.

 

[Joe Schmo]

1-1/2 to 2 hrs in traffic five days a week isn't productive for work or home life and adds to stress and health issues. But at least we get to see Chip from accounting everyday!

 

[Joe Schmo]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I feel especially bad reading this post knowing about your recent health issues
-My knee-jerk and simple brain approach tells me a travel company would be one of the easier types to have a WFH model with everyone logged into the network and Zoom to keep all the higher level execs connected and on point. I would assume there a re a lot of agents that work at a traditional computer desk/office cube, those are super easy to make WFH

-I remember phone driven business where they answer or make a lot of calls to drive the bottom lines and many were wanting people to WFH 20 years ago

Is the Hour and 45 round trip? That's still between 8-10 hours int he car every week, that's a lot.

I agree; however, the company as a whole does not. Per their words, the revised hybrid model "offers a balanced approach that supports collaboration, productivity, and overall business success while also giving employees room to manage their schedules."

My morning commute is usually 45 minutes, the evening commute is about an hour, hence the 1:45 round trip commute. Yeah, it sucks.

What a load of corporate BS that quote is.

Translation: “We don’t like how work is no longer the #1 priority in our employees’ lives so we’re going to force them back into the office

For what it's worth, I expect my team to prioritize work during regular working hours, whether they are working in office or remotely. That doesn’t mean they can’t take occasional time off for doctors appointments, parent teacher conferences, attending their kids holiday performances and the like. But on a regular workday, they should be prioritizing work during the workday. Is that an outdated perspective?

Dude...I see no mention of my workout or nap. Please get with the program.

No joke, I nap most days at my office as I take an hour lunch and only need half that to snarf down some grub. 20 mins in the dark conference room does wonders for the second part of my day.

 

[Max Power]

Roughly half of Gen Z workers say they don’t want to return to the office because it means they can’t binge-watch their favorite TV shows during work anymore

And about half say they’ve lied to their bosses about it.

www.yahoo.com

Articles like these are ruining the WFH movement.

As many as 84% of Gen Z workers admitted they stream shows and movies while working from home, according to survey results published March 18 by streaming TV service Tubi. And 53% of Gen Zers said they’ve put off work to finish a show they’re binge-watching, according to the survey of 2,502 adults who stream videos at least one hour per week.

 

[nirad3]

Had a chat with a fellow asset manager who works in the home office with me. Apparently he and the other asset manager who are both local were similarly frustrated with our company's move from 2 days to 3 in-office. The rest of the asset managers are scattered across the country (including the two others in construction along with myself) and are obviously fully-remote. So the three of us are basically penalized for happening to live close to the home office. Seems fair.

 

[bigbottom]

Roughly half of Gen Z workers say they don’t want to return to the office because it means they can’t binge-watch their favorite TV shows during work anymore

And about half say they’ve lied to their bosses about it.

www.yahoo.com

Articles like these are ruining the WFH movement.

As many as 84% of Gen Z workers admitted they stream shows and movies while working from home, according to survey results published March 18 by streaming TV service Tubi. And 53% of Gen Zers said they’ve put off work to finish a show they’re binge-watching, according to the survey of 2,502 adults who stream videos at least one hour per week.

The article or the subjects of the article?

 

[nirad3]

Had a chat with a fellow asset manager who works in the home office with me. Apparently he and the other asset manager who are both local were similarly frustrated with our company's move from 2 days to 3 in-office. The rest of the asset managers are scattered across the country (including the two others in construction along with myself) and are obviously fully-remote. So the three of us are basically penalized for happening to live close to the home office. Seems fair.

Just before 4:30pm on a Tuesday.... my inbox is empty and haven't received an email in nearly two hours. My "to do" list has nothing on it for the remainder of the day. But, alas, I have to sit here until closer to 5 for "optics". Fortunately a few of my dynasty football leagues have started restricted free agency so I can go fart around on MFL, etc.

 

[Max Power]

Roughly half of Gen Z workers say they don’t want to return to the office because it means they can’t binge-watch their favorite TV shows during work anymore

And about half say they’ve lied to their bosses about it.

www.yahoo.com

Articles like these are ruining the WFH movement.

As many as 84% of Gen Z workers admitted they stream shows and movies while working from home, according to survey results published March 18 by streaming TV service Tubi. And 53% of Gen Zers said they’ve put off work to finish a show they’re binge-watching, according to the survey of 2,502 adults who stream videos at least one hour per week.

The article or the subjects of the article?

I've always assumed some people are slacking, but when employers are seeing stats in the 80 and 50% range about slacking off, it doesn't instill confidence in the situation.

I blame both, but the article is the one highlighting it here.

 

[Max Power]

Had a chat with a fellow asset manager who works in the home office with me. Apparently he and the other asset manager who are both local were similarly frustrated with our company's move from 2 days to 3 in-office. The rest of the asset managers are scattered across the country (including the two others in construction along with myself) and are obviously fully-remote. So the three of us are basically penalized for happening to live close to the home office. Seems fair.

Just before 4:30pm on a Tuesday.... my inbox is empty and haven't received an email in nearly two hours. My "to do" list has nothing on it for the remainder of the day. But, alas, I have to sit here until closer to 5 for "optics". Fortunately a few of my dynasty football leagues have started restricted free agency so I can go fart around on MFL, etc.

Would these be billable hours if you were wfh?

 

[belljr]

Jokes on you I stream at work!!!

 

[nirad3]

Had a chat with a fellow asset manager who works in the home office with me. Apparently he and the other asset manager who are both local were similarly frustrated with our company's move from 2 days to 3 in-office. The rest of the asset managers are scattered across the country (including the two others in construction along with myself) and are obviously fully-remote. So the three of us are basically penalized for happening to live close to the home office. Seems fair.

Just before 4:30pm on a Tuesday.... my inbox is empty and haven't received an email in nearly two hours. My "to do" list has nothing on it for the remainder of the day. But, alas, I have to sit here until closer to 5 for "optics". Fortunately a few of my dynasty football leagues have started restricted free agency so I can go fart around on MFL, etc.

Would these be billable hours if you were wfh?

I don't have a position with billable hours. I work for a company that represents investors in affordable housing and we don't bill anyone per the hour. We just collect asset management fees on the deals we track. That said, I am hardly EVER away from my phone. If I'm awake, I almost always have my phone on me and I have Teams and Outlook sending me notifications. There've been times where I'm up and working well before our supposed start time, and frequently work well past 6-7-8pm and sometimes even on a random Saturday. I travel 1-2 times a month and routinely up for those trips at 4am to get to the airport. I frequently arrive home from said trips well past 9pm on Friday nights, even during the summer when we technically get off a 1pm. Point is, for a salaried employee to have to sit at his/her desk from 8-5 for "optics" seems incredibly silly, especially when his/her contemporaries are spread out across the country and likely not parked at their home office desk for 9 hours a day.

 

[Nugget]

Roughly half of Gen Z workers say they don’t want to return to the office because it means they can’t binge-watch their favorite TV shows during work anymore

And about half say they’ve lied to their bosses about it.

www.yahoo.com

Articles like these are ruining the WFH movement.

As many as 84% of Gen Z workers admitted they stream shows and movies while working from home, according to survey results published March 18 by streaming TV service Tubi. And 53% of Gen Zers said they’ve put off work to finish a show they’re binge-watching, according to the survey of 2,502 adults who stream videos at least one hour per week.

I question the motives of "Tubi". Owned by Fox. Is this just a propoganda push to support RTO?

 

[Pip's Invitation]

Roughly half of Gen Z workers say they don’t want to return to the office because it means they can’t binge-watch their favorite TV shows during work anymore

And about half say they’ve lied to their bosses about it.

www.yahoo.com

Articles like these are ruining the WFH movement.

As many as 84% of Gen Z workers admitted they stream shows and movies while working from home, according to survey results published March 18 by streaming TV service Tubi. And 53% of Gen Zers said they’ve put off work to finish a show they’re binge-watching, according to the survey of 2,502 adults who stream videos at least one hour per week.

I don’t think the article is the problem as much as the people who are doing the thing the article describes.

 

[Scoresman]

Roughly half of Gen Z workers say they don’t want to return to the office because it means they can’t binge-watch their favorite TV shows during work anymore

And about half say they’ve lied to their bosses about it.

www.yahoo.com

Articles like these are ruining the WFH movement.

As many as 84% of Gen Z workers admitted they stream shows and movies while working from home, according to survey results published March 18 by streaming TV service Tubi. And 53% of Gen Zers said they’ve put off work to finish a show they’re binge-watching, according to the survey of 2,502 adults who stream videos at least one hour per week.

I don’t get it. Where are these jobs where you don’t have to do anything and still get paid?

It should be obvious who is slacking by looking at whether or not they are getting their work done. If they’re getting their work done, there is no problem. If they aren’t, fire them. It’s the same principle as when everyone was in the office.

If you have a company that has jobs where you can’t tell if people are getting their work done, your problems don’t have anything to do with WFH.

 

[Max Power]

Had a chat with a fellow asset manager who works in the home office with me. Apparently he and the other asset manager who are both local were similarly frustrated with our company's move from 2 days to 3 in-office. The rest of the asset managers are scattered across the country (including the two others in construction along with myself) and are obviously fully-remote. So the three of us are basically penalized for happening to live close to the home office. Seems fair.

Just before 4:30pm on a Tuesday.... my inbox is empty and haven't received an email in nearly two hours. My "to do" list has nothing on it for the remainder of the day. But, alas, I have to sit here until closer to 5 for "optics". Fortunately a few of my dynasty football leagues have started restricted free agency so I can go fart around on MFL, etc.

Would these be billable hours if you were wfh?

I don't have a position with billable hours. I work for a company that represents investors in affordable housing and we don't bill anyone per the hour. We just collect asset management fees on the deals we track. That said, I am hardly EVER away from my phone. If I'm awake, I almost always have my phone on me and I have Teams and Outlook sending me notifications. There've been times where I'm up and working well before our supposed start time, and frequently work well past 6-7-8pm and sometimes even on a random Saturday. I travel 1-2 times a month and routinely up for those trips at 4am to get to the airport. I frequently arrive home from said trips well past 9pm on Friday nights, even during the summer when we technically get off a 1pm. Point is, for a salaried employee to have to sit at his/her desk from 8-5 for "optics" seems incredibly silly, especially when his/her contemporaries are spread out across the country and likely not parked at their home office desk for 9 hours a day.

Yeah, totally agree... for a salaried worker that is pretty dumb. It sort of defeats the perks of salaried vs hourly.

 

[MAC_32]

For what it's worth, I expect my team to prioritize work during regular working hours, whether they are working in office or remotely. That doesn’t mean they can’t take occasional time off for doctors appointments, parent teacher conferences, attending their kids holiday performances and the like. But on a regular workday, they should be prioritizing work during the workday. Is that an outdated perspective?

I have a direct that scheduled an off-site at 1:30 today. I don't know how long it was, but I'd be surprised if it was over 60-90 minutes tops. She didn't return after, which is what I expected. She's got little kids, so I assume she picked them up from school then did some family activities. Probably clocked in 6-some hours of work for the day. Something hit my radar this afternoon that prompted me to share an action item with her. Nothing urgent, but it's under her umbrella. I sent it about 4 pm and was going to be pleasantly surprised if I received a response from her before my afternoon meetings tomorrow. I just did a quick skim through email and her report was in my inbox at 9:53 pm. Family activities done, kids in bed, now let's knock this out.

WFH goes against written org policy ('in-office 5 days per week), but so much of our work is regional it's impossible to police even if they wanted to. Regardless, I've never communicated to my directs that I expect work outside of business hours. She did this because of the environment our team cultivates.

 

[beer 30]

She did this because of the environment our team cultivates.

This is where WFH works. It's the same in my group, our former boss never had a problem with the random WFH days because 1.) we didn't abuse it and probably more importantly, 2.) the work always got done. The problem starts when one or both of those get abused by "that guy/girl" who take advantage of it and ruin it for the group. As you expand that small group out it will happen.

Say your group is 5 people who all get it and work well together. Somebody in another department sees it and says why can't we do that too? So now you have two groups, lets say 10 people now. I can almost guarantee there will be some asshat in 10 people that will jack it up for everybody else.

 

[Joe Schmo]

She did this because of the environment our team cultivates.

This is where WFH works. It's the same in my group, our former boss never had a problem with the random WFH days because 1.) we didn't abuse it and probably more importantly, 2.) the work always got done. The problem starts when one or both of those get abused by "that guy/girl" who take advantage of it and ruin it for the group. As you expand that small group out it will happen.

Say your group is 5 people who all get it and work well together. Somebody in another department sees it and says why can't we do that too? So now you have two groups, lets say 10 people now. I can almost guarantee there will be some asshat in 10 people that will jack it up for everybody else.

This is a great point and spot on, imo. Unfortunately it's also the same asshat who regularly uses all his leave by calling out frequently and is also the least responsible person in the office as well. Probably hides with head down most days. I worked with someone like that and it was a glorious day when that person finally left.

 

[belljr]

I don't even take my laptop home now

 

[MAC_32]

She did this because of the environment our team cultivates.

This is where WFH works. It's the same in my group, our former boss never had a problem with the random WFH days because 1.) we didn't abuse it and probably more importantly, 2.) the work always got done. The problem starts when one or both of those get abused by "that guy/girl" who take advantage of it and ruin it for the group. As you expand that small group out it will happen.

Say your group is 5 people who all get it and work well together. Somebody in another department sees it and says why can't we do that too? So now you have two groups, lets say 10 people now. I can almost guarantee there will be some asshat in 10 people that will jack it up for everybody else.

To your point, this does not work everywhere - it works for us because our core group is not big and we support a region. We have a 5 person team on-site and the only way that changes is if we re-org (we might). We have ~100 satellites that roll up to us throughout the region, this both allows us mobile freedom and does not allow a visual into how we get our work done.

Today I am 'taking advantage' of the early out, but already have one item on my evening to-do list and have time carved out to do more if something comes up. I won't hit send on anything until morning (talked about why in a different thread), but it'll go out first thing Friday.

 

[AAABatteries]

Unfortunately it's also the same asshat who regularly uses all his leave by calling out frequently

I’m probably misreading this part but why is this a problem? Are they not planning appropriately for their absence?

 

[NutterButter]

I don't even take my laptop home now

how do you watch your porn?

 

[Joe Schmo]

Unfortunately it's also the same asshat who regularly uses all his leave by calling out frequently

I’m probably misreading this part but why is this a problem? Are they not planning appropriately for their absence?

Yeah I'm talking about a person who calls out unexpectedly on a more frequent basis than most others. It's never a shock if this person calls out on a random Monday as opposed to if I called out my boss would reach out to see if I'm ok because I use maybe 1-2 unplanned days off a year.

 

[Snotbubbles]

For the past six months, our company has “experimented” with a new WFH/Hybrid policy that allows employees to choose between 3/2 (3 in-office/2 WFH days per week), 4/1, or 5/0. There were monetary and PTO incentives for people to select 5/0 or 4/1 versus 3/2.

As of tomorrow, that program is officially ending; however, the new policy allows for two different options:

1) Work 5 days per week in the office. Get up to 10 remote days annually, five additional PTO days, and the ability to select from a free 14-day trip with one of our brands (I work for a travel company) or a $2,000 stipend/bonus.

2) Work four days in the office and one day WFH/week. Get up to five additional remote days annually, NO additional PTO days, plus the choice of a free seven-day trip with one of our brands or a $1,000 stipend/bonus.

I'll be interested in seeing what most people choose. The 14-day vacation is a little weird to me because although we are technically a European-based company, most employees are in the US and aren't going to feel comfortable taking a vacation that long.

I'm going with option #2. As appealing as the additional PTO days and the "free" vacation are, it just shows how much I despise having to drive into work (1:45 average round-trip commute) every day. I cherish that one WFH day each week.

Thoughts? I appreciate that they are trying something different to make it more palatable to accept coming into the office every day versus just mandating a 5-day work week.

I'd take option #1. Don't really care about the trip, so I'd take the $2000 bonus. Not really sure why a travel company would want EEs coming into the office.

 

[Snotbubbles]

She did this because of the environment our team cultivates.

This is where WFH works. It's the same in my group, our former boss never had a problem with the random WFH days because 1.) we didn't abuse it and probably more importantly, 2.) the work always got done. The problem starts when one or both of those get abused by "that guy/girl" who take advantage of it and ruin it for the group. As you expand that small group out it will happen.

Say your group is 5 people who all get it and work well together. Somebody in another department sees it and says why can't we do that too? So now you have two groups, lets say 10 people now. I can almost guarantee there will be some asshat in 10 people that will jack it up for everybody else.

This is a great point and spot on, imo. Unfortunately it's also the same asshat who regularly uses all his leave by calling out frequently and is also the least responsible person in the office as well. Probably hides with head down most days. I worked with someone like that and it was a glorious day when that person finally left.

The one thing I found now that I WFH is that I don't really use PTO that much. I usually have about 60% of my PTO still left around Thanksgiving.

 

[BassNBrew]

She did this because of the environment our team cultivates.

This is where WFH works. It's the same in my group, our former boss never had a problem with the random WFH days because 1.) we didn't abuse it and probably more importantly, 2.) the work always got done. The problem starts when one or both of those get abused by "that guy/girl" who take advantage of it and ruin it for the group. As you expand that small group out it will happen.

Say your group is 5 people who all get it and work well together. Somebody in another department sees it and says why can't we do that too? So now you have two groups, lets say 10 people now. I can almost guarantee there will be some asshat in 10 people that will jack it up for everybody else.

This is a great point and spot on, imo. Unfortunately it's also the same asshat who regularly uses all his leave by calling out frequently and is also the least responsible person in the office as well. Probably hides with head down most days. I worked with someone like that and it was a glorious day when that person finally left.

The one thing I found now that I WFH is that I don't really use PTO that much. I usually have about 60% of my PTO still left around Thanksgiving.

I pretty much eliminated my 5:30 - 6:00 pm nap once WFH accommodated an earlier nap.

 

[nirad3]

She did this because of the environment our team cultivates.

This is where WFH works. It's the same in my group, our former boss never had a problem with the random WFH days because 1.) we didn't abuse it and probably more importantly, 2.) the work always got done. The problem starts when one or both of those get abused by "that guy/girl" who take advantage of it and ruin it for the group. As you expand that small group out it will happen.

Say your group is 5 people who all get it and work well together. Somebody in another department sees it and says why can't we do that too? So now you have two groups, lets say 10 people now. I can almost guarantee there will be some asshat in 10 people that will jack it up for everybody else.

This is a great point and spot on, imo. Unfortunately it's also the same asshat who regularly uses all his leave by calling out frequently and is also the least responsible person in the office as well. Probably hides with head down most days. I worked with someone like that and it was a glorious day when that person finally left.

The one thing I found now that I WFH is that I don't really use PTO that much. I usually have about 60% of my PTO still left around Thanksgiving.

I have a TON of PTO and ours doesn't expire at the end of the year. I'm contemplating just taking off a few Mondays... just because I can.

 

[Max Power]

Our primary contract went to an unlimited PTO structure last year because they thought it would be more cost effective, but it's been a disaster.

 

[NutterButter]

She did this because of the environment our team cultivates.

This is where WFH works. It's the same in my group, our former boss never had a problem with the random WFH days because 1.) we didn't abuse it and probably more importantly, 2.) the work always got done. The problem starts when one or both of those get abused by "that guy/girl" who take advantage of it and ruin it for the group. As you expand that small group out it will happen.

Say your group is 5 people who all get it and work well together. Somebody in another department sees it and says why can't we do that too? So now you have two groups, lets say 10 people now. I can almost guarantee there will be some asshat in 10 people that will jack it up for everybody else.

This is a great point and spot on, imo. Unfortunately it's also the same asshat who regularly uses all his leave by calling out frequently and is also the least responsible person in the office as well. Probably hides with head down most days. I worked with someone like that and it was a glorious day when that person finally left.

The one thing I found now that I WFH is that I don't really use PTO that much. I usually have about 60% of my PTO still left around Thanksgiving.

See if you can transfer it to me. I'll use it.