支援する to the office 厳重取締: JPMorgan orders ALL execs to return five days a week to be 利用できる for 'impromptu 会合s' as white collar 塀で囲む St 法律 会社／堅い will now tie 特別手当s to office 出席

  • JP Morgan Chase & Co is ordering its 経営者／支配人s to return to the office 十分な time ーするために be 現在の for 'impromptu 会合s' and tying 支払う／賃金 to 出席
  • In a 覚え書き sent out this week company leaders said 経営者／支配人s need to be '明白な on the 床に打ち倒す' and 'accessible for 即座の feedback'?
  • JP Morgan's 告示 comes as Davis Polk & Wardwell told 従業員s they could see their 特別手当s 減ずるd for not 固執するing to hybrid 政策s?

By Hope Sloop For Dailymail.Com

Published: | Updated:

JP Morgan Chase & Co is ordering its 経営者／支配人s to return to the office 十分な time ーするために be 現在の for 'impromptu 会合s' and '即座の feedback.'?

Company (n)役員／(a)執行力のあるs are asking for those in 告発（する），告訴（する）／料金 to 'lead by example' and return to the office five days a week, even 脅すing that not 会合 出席 指導基準s could result in consequences.

'Our leaders play a 批判的な 役割 in 増強するing our culture and running our 商売／仕事s,' the 覚え書き 得るd by the 塀で囲む Street 定期刊行物 reads.?

'They have to be 明白な on the 床に打ち倒す, they must 会合，会う with （弁護士の）依頼人s, they need to teach and advise, and they should always be accessible for 即座の feedback and impromptu 会合s,' the letter continues.?

The 押し進める comes as Davis Polk & Wardwell LLP,? a major New York 法律 会社／堅い,?told スタッフの一員s that those who don’t 固執する to the 会社／堅い’s three days in office per week 政策 could see their 特別手当s 減ずるd.?

JP Morgan Chase & Co is ordering its managers to return to the office full time in order to be present for 'impromptu meetings' and 'immediate feedback'

JP Morgan Chase & Co is ordering its 経営者／支配人s to return to the office 十分な time ーするために be 現在の for 'impromptu 会合s' and '即座の feedback'?

Company executives are asking for those in charge to 'lead by example' and return to the office five days a week

Company (n)役員／(a)執行力のあるs are asking for those in 告発（する），告訴（する）／料金 to 'lead by example' and return to the office five days a week

This graph shows work from home data among Americans from 1965 through 2023

Th is graph shows work from home data の中で Americans from 1965 through 2023

JP Morgan CEO Jamie Dimon has been open about his 願望（する） to bring 支援する 労働者s 十分な time, 以前 明言する／公表するing he was worried the $3 billion Park Avenue building was not 存在 used as much as it should be.?

In August, DailyMail.com 報告（する）／憶測d that Dimon was worried that the 70-床に打ち倒す Manhattan building would sit empty if staff continued to work from home.?

The 覚え書き sent out this week appears to 演説（する）／住所 the previous 関心s.??

'We need them to lead by example, which is why we're asking all managing directors to be in the office five days a week,' the 覚え書き 明言する／公表するs.

現在／一般に, most 従業員s are working hybrid between home and in office three days per week. Some 従業員s may work more with 事前の 是認.?

Dimon 収容する／認めるs that most 労働者s are 固執するing to the three day in office 支配する but that others are not 会合 the 最小限.?

'Most of you are に引き続いて your hybrid models, but there are a number of 従業員s who aren't 会合 their in-office 出席 期待s, and that must change,' the 覚え書き said.

'You're 責任がある 会合 your hybrid model 必要物／必要条件s,' the 覚え書き 追加するs.?

Additionally, there could be consequences for 労働者s who 辞退する to がまんする by the three days in office 政策 for lower-level 従業員s 同様に as 経営者／支配人s who do not to 施行する it.?

'Your 経営者／支配人 is 責任がある 確実にするing that 出席 必要物／必要条件s are 存在 met and in 事例／患者s where they aren't, taking the appropriate 業績／成果 管理／経営 steps, which could 含む corrective 活動／戦闘,' the 覚え書き 明言する／公表するs.

'Corrective 活動／戦闘,' however, is not defined.?

JP Morgan CEO Jamie Dimon has been open about his desire to bring back workers full time , previously stating he was worried the $3 billion Park Avenue building was not being used as much as it should be

JP Morgan CEO Jamie Dimon has been open about his 願望（する） to bring 支援する 労働者s 十分な time , 以前 明言する／公表するing he was worried the $3 billion Park Avenue building was not 存在 used as much as it should be

In August, DailyMail.com reported that Dimon was worried that the 70-floor Manhattan building would sit empty if staff continued to work from home

In August, DailyMail.com 報告（する）／憶測d that Dimon was worried that the 70-床に打ち倒す Manhattan building would sit empty if staff continued to work from home

JP Morgan's 押し進める is just a step behind Davis Polk's idea to tie 支払う／賃金 and 出席 together.

'We’re very 焦点（を合わせる）d on having our team in at the same time,' said Neil Barr, 議長，司会を務める and managing partner of Davis Polk in a 声明 to the 塀で囲む Street 定期刊行物.?

'The 期待 is that you come to the office and you support the culture of the 会社／堅い by 存在 here in person,' Barr said.?

'When you’re working in a profession where 見習いの身分制度 is part of the （手先の）技術, I just don’t believe it can be done digitally,' he said. 'So we feel really 堅固に about it.'

He said he understands 従業員s who do not wish for things to change but that he and other (n)役員／(a)執行力のあるs believe things are more 生産力のある in office.??

'I said, "Look, I’m not わびるing for this 結論,"' Barr said.?

'I think this is a really 根底となる part of our ability to be a 首相 法律 会社／堅い. There are a lot of things about this 会・原則 that are special, and you cannot replicate them digitally,' Barr told The 定期刊行物.?

Additionally, Barr said he fully believes that tying 支払う／賃金 and 特別手当s to 出席 will be successful in the long run.????

'People got the message,' Barr said. 'We think it will work.'

JP Morgan's push is just a step behind Davis Polk's idea to tie pay and attendance together.?'We?re very focused on having our team in at the same time,' said Neil Barr, chair and managing partner of Davis Polk in a statement to the Wall Street Journal

JP Morgan's 押し進める is just a step behind Davis Polk's idea to tie 支払う／賃金 and 出席 together.?'We’re very 焦点（を合わせる）d on having our team in at the same time,' said Neil Barr, 議長，司会を務める and managing partner of Davis Polk in a 声明 to the 塀で囲む Street 定期刊行物

'I think this is a really fundamental part of our ability to be a premier law firm. There are a lot of things about this institution that are special, and you cannot replicate them digitally,' Barr said

'I think this is a really 根底となる part of our ability to be a 首相 法律 会社／堅い. There are a lot of things about this 会・原則 that are special, and you cannot replicate them digitally,' Barr said

On the West Coast, Walt Disney Co. 発表するd in March that they would bring 従業員s 支援する to the office four days per week.?

The move was met with major pushback as more than 2,000 従業員s 調印するd a 嘆願（書） to stop the return to office order.?

The 委任統治（領）, the 従業員s （人命などを）奪う，主張するd, would lead to '軍隊d 辞職s の中で some of our most hard-to-取って代わる talent and 攻撃を受けやすい communities' while also '劇的な 減ずるing 生産性, 生産（高）, and efficiency.'?

'Sitting on Zoom calls in an office for four days a week while your co-労働者s, partners, stakeholders, vendors, and 顧客s do the same in a different part of the world does not 会合，会う the 核心 need,' the 嘆願（書） 明言する／公表するs.

'There is value in 存在 together, but we also need to look 今後 and embrace new paradigms that 追加する value,' it continues.

Major 雇用者s have been 押し進めるing to bring 労働者s into the office since the COVID-19 pandemic began and have recently ramped up 成果／努力s as 恐れるs over the coronavirus 沈下する.?

JP Morgan Chase 覚え書き to 経営者／支配人s and (n)役員／(a)執行力のあるs 得るd by 出口s

Message from the Operating 委員会

Dear 同僚s,

As we've returned to more normal patterns in our lives and work, we can all 高く評価する／（相場などが）上がる the many 利益s of in-person 約束／交戦. We believe this is 特に true when it comes to the importance of 存在 in the office ― 存在 together 改善するs the 速度(を上げる） of 決定／判定勝ち（する） making, while also 供給するing 価値のある 適切な時期s for spontaneous learning and creativity, 同様に as 許すing our professionals to learn through our 見習いの身分制度 model. We also believe that 存在 together in person is the best way to build and 強化する our culture ― the very thing that makes our company special.

Our leaders play a 批判的な 役割 in 増強するing our culture and running our 商売／仕事s. They have to be 明白な on the 床に打ち倒す, they must 会合，会う with （弁護士の）依頼人s, they need to teach and advise, and they should always be accessible for 即座の feedback and impromptu 会合s. We need them to lead by example, which is why we're asking all Managing Directors to be in the office five days a week.

We also want to 認める and thank our thousands of 同僚s who cannot take advantage of a hybrid schedule because of the 役割 they play at the company ― for example, 従業員s in our 小売 bank 支店s and 職業s in check 過程ing. And for those of you whose 役割s can 利益 from a hybrid work model ― please be reminded that a 最小限 of three days a week in the office is 要求するd. Any exception will need 上級の 管理／経営 是認. Most of you are に引き続いて your hy brid models, but there are a number of 従業員s who aren't 会合 their in-office 出席 期待s, and that must change. You're 責任がある 会合 your hybrid model 必要物／必要条件s. Your 経営者／支配人 is 責任がある 確実にするing that 出席 必要物／必要条件s are 存在 met and in 事例／患者s where they aren't, taking the appropriate 業績／成果 管理／経営 steps, which could 含む corrective 活動／戦闘.

We learned a lot during the pandemic about how important 柔軟性 can be ーに関して／ーの点でs of taking care of family and other personal 事柄s. So just as it was 事前の to COVID, we fully 推定する／予想する our people to have 柔軟性, as appropriate.

If there are any 強制s on space, they should be made known to your 上級の 管理／経営 to be 解決するd to make seating 利用できる. We know that there are plenty of 従業員s who prefer to work a 十分な week in the office ― for example, those starting in their careers like our Program 分析家s who learn from an 見習いの身分制度 model, or new joiners who need to build 関係s with their 同僚s. Everyone should be able to work five days a week in the office.

It's important that all 従業員s enter their time when they are out of the office ― whether for personal 推論する／理由s like vacation or sick days, or for 商売／仕事 推論する／理由s like 商売／仕事 travel or （弁護士の）依頼人 会合s. While many of you already do this, for others this will be new. You should know that there is 重要な work 進行中で to 自動化する 出席 跡をつけるing 関係のある to 商売／仕事 travel and （弁護士の）依頼人 会合s (e.g., てこ入れ／借入資本ing 法人組織の／企業の travel data, 見通し Calendars, etc.), and to 生成する 決まりきった仕事 思い出の品s when a 手動式の 入ること／参加（者） is needed. In the 合間, you may be 要求するd to enter 商売／仕事-関係のある out of office codes (when you're out for a 十分な day) until these data 料金d are 統合するd. 跡をつけるing 出席 is not only important to manage hybrid work schedules but also for real 広い地所, resiliency and 安全 目的s. This data wil l help us understand what's working and what's not ーに関して／ーの点でs of keeping all of our 従業員s 生産力のある and 安全な.

In the coming days and weeks, you'll receive more （警察などへの）密告，告訴（状） on time 跡をつけるing, hybrid working 道具s and other 資源s to support you. In the 合間, you can find many useful 道具s and 資源s on the Hybrid Working page. If you have questions about your in-office 出席 期待s, please speak with your 経営者／支配人.

We have a winning team at JPMorgan Chase and working with one another ― in person ― is optimal for our company, our （弁護士の）依頼人s and our culture. 存在 together 大いに 利益s 助言者ing, learning, 共同 and 死刑執行 ― it is truly the 創立／基礎 of our culture.

Thank you for everything you continue to do to make our company strong and vibrant.

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