The Ultimate Guide to AT&T’s Employee Shift & Scheduling Apps (2025): Kronos, Actsoft, and More

Section 1: Decoding the “AT&T Shift App”: What Employees Really Use

 

 

1.1 Introduction: The Confusion Around “My Shift ATT” and “Shift App ATT”

 

For current, former, and prospective AT&T employees, navigating the company’s digital tools for work schedules can be a bewildering experience. A common search for terms like “AT&T shift app,” “My Shift ATT,” or “shift app att” yields a confusing mix of results, many of which point to a generic, all-in-one application that does not actually exist under that name. Several third-party websites have capitalized on this ambiguity, creating content that describes a hypothetical “AT&T Shift App” with features common to most modern workforce management platforms, such as simplified shift scheduling, accurate time tracking, and effective communication tools.

These articles often describe a powerful, user-friendly mobile application developed by AT&T to streamline employee management for businesses of all sizes. While the functions described—creating schedules, clocking in and out, requesting time off, and communicating with team members—are indeed part of AT&T’s ecosystem, they are not housed within a single, officially named “AT&T Shift App.” This report aims to cut through the noise and provide a definitive, clear explanation of the systems AT&T actually uses to manage its vast and varied workforce. The reality is a complex landscape of distinct, powerful, and sometimes frustrating software platforms tailored to different segments of the company’s operations.

 

1.2 The Old Guard: What Happened to PeopleTools and Shift Marketplace?

 

A significant source of the current confusion stems from the recent evolution of AT&T’s internal software. For years, many employees relied on legacy systems known as PeopleTools and Shift Marketplace to manage their schedules and trade shifts. However, these platforms have been phased out, a fact that is not always clear from official documentation but is widely confirmed in employee discussions on public forums.

A Reddit thread from the AT&T employee community explicitly clarifies this transition, with one user stating, “Yeah people tools doesn’t work anymore for employees it’s through Kronos now”. This comment highlights a critical shift: AT&T has moved away from its older, likely proprietary systems to a third-party enterprise solution. The decommissioning of these familiar tools created an information vacuum. Employees accustomed to one system were suddenly faced with a new one, often with little clear guidance on how to access or use it. This lack of a smooth, well-communicated transition is a classic change management challenge in a large corporation and is the primary driver behind the widespread confusion and the search for a non-existent “shift app.”

 

1.3 The New Reality: Introducing the AT&T Workforce Management Ecosystem

 

Instead of a single application, AT&T’s workforce management is handled by a fragmented ecosystem of specialized tools. The central hub for most employees to begin their search for these tools is the AT&T HR Access portal. This gateway, which requires an employee’s official ATTUID and Global Logon, serves as the entry point to access benefits and company information. However, the portal itself is not the scheduling tool; it is merely the door through which an employee must pass to find the correct system.

The two primary systems that employees interact with for scheduling and time management are:

1. UKG Workforce Central (Kronos): This is the main platform for the majority of AT&T’s shift-based employees, particularly those in retail and call center locations. The migration to this system is what replaced the old PeopleTools platform.
2. Actsoft Workforce Manager: This is a separate, distinct application used primarily by AT&T’s mobile workforce, such as field technicians and other employees who operate “on the go”.

Adding another layer of complexity, AT&T also utilizes other tools with scheduling components, such as AT&T Collaborate, which allows for the creation of business and holiday schedules for specific teams or sites. The existence of multiple, non-integrated systems for a task as fundamental as scheduling reveals a great deal about the company’s operational structure and priorities.

 

1.4 Who Uses What? Differentiating Between Kronos for Retail and Actsoft for Field Operations

Understanding which application to use depends entirely on an employee’s role within the company. This bifurcation of technology directly mirrors AT&T’s operational division between its static, location-based workforce and its dynamic, mobile workforce.

• For Retail and Call Center Employees: UKG Workforce Central (Kronos) The primary user base for Kronos consists of employees who work in a fixed location, such as AT&T’s numerous retail stores or its corporate call centers. The feature set of the UKG Workforce Central mobile app is tailored to this environment, focusing on shift scheduling, mobile time clocks, viewing pay stubs, and managing time-off requests. This is the direct replacement for the old PeopleTools system and is the platform most employees are referring to when they discuss their work schedules online.
• For Mobile and Field Employees: Actsoft Workforce Manager For technicians and other field personnel, AT&T utilizes the Actsoft Workforce Manager. This platform is not about managing shifts within a store but about managing a mobile workforce in the field. Its features are fundamentally different from Kronos and are centered on logistics and field service operations. Key functions include job order dispatching, which sends service calls to a technician’s device; mobile forms, which replace paper-based data collection; and robust GPS location tracking, which allows dispatchers to monitor the location and progress of field staff in near real-time.

This deliberate separation of tools demonstrates that AT&T does not view workforce management as a single, monolithic challenge. It has implemented sophisticated, specialized solutions for two fundamentally different types of work. A retail employee and a field technician at AT&T use entirely different applications to manage their workday, a critical distinction that is almost universally missed in generic online guides.

 

Section 2: In-Depth Review: UKG Workforce Central (Kronos) at AT&T

 

 

2.1 What is UKG Workforce Central? An Overview for AT&T Employees

 

For the thousands of AT&T employees in retail and other shift-based roles, the core of their scheduling world is UKG Workforce Central. UKG (Ultimate Kronos Group) is a global leader in Human Capital Management (HCM) and workforce management solutions, trusted by over 80,000 organizations worldwide. The specific product AT&T has implemented is an enterprise-grade platform designed for large, complex organizations.

Employees will most commonly interact with this system through the Workforce Central mobile app, which was formerly known simply as “Kronos Mobile”. This application is the modern-day equivalent of the traditional punch clock and paper schedule, providing secure access to an employee’s most critical work information. It is crucial for employees to understand that when they hear “Kronos,” they are referring to this powerful, albeit sometimes complex, UKG platform.

 

2.2 Core Features for AT&T Employees

 

The UKG Workforce Central app provides a suite of essential functions for both employees and their managers, designed to handle the core tasks of time and attendance management.

For Employees:

• Time Management: The most fundamental feature is the ability to punch in and out for work directly from a mobile device. The app also works offline, storing punches and syncing them to the central system once a data connection is re-established.
• Schedule Access: Employees can check their personal work schedules at any time, seeing their assigned shifts for upcoming days and weeks.
• Time Off Management: The app allows employees to view their accrued time-off balances (e.g., vacation, sick time) and submit requests for time off.
• Benefits & Pay: Employees can access information related to their pay and benefits directly within the application.

For Managers:

• Exception Handling: Managers can address timekeeping exceptions as they occur, such as missed punches or late arrivals.
• Staffing and Schedule Management: The app provides tools to ensure schedules are properly staffed and allows for on-the-fly adjustments.
• Approval Workflow: Managers can review and take action on employee requests, most notably for time off, directly from their mobile devices.

The platform is designed to be a comprehensive solution, but its enterprise-grade nature means that simple tasks can sometimes involve a multi-step process, creating a demand for clear, third-party tutorials.

 

2.3 Step-by-Step Guide: The AT&T Kronos Login Process

 

Gaining access to the Kronos system is a frequent point of frustration for AT&T employees. The process is not as simple as downloading an app and creating an account. It requires navigating through AT&T’s corporate single sign-on (SSO) infrastructure.

• Step 1: Start at the Source – AT&T HR Access. The official entry point is the AT&T HR Access portal. Employees must log in here using their company-provided

  ATTUID and Global Logon password. This is the same credential used for most internal AT&T systems.

• Step 2: The Redirect to Kronos. After authenticating through HR Access, the system should redirect the user to AT&T’s specific Kronos instance. Based on employee reports, a direct URL for this is https://att-sso.prd.mykronos.com/wfd/ess/myschedule. When using the mobile app for the first time, users will likely need to enter a server URL, which for many companies is a specific web address provided by their IT department.
• Step 3: Navigating Two-Factor Authentication (2FA). Security is paramount in a system that holds sensitive payroll data, so AT&T employs a robust authentication process. This often involves receiving a one-time authorization code via text message or phone call to a registered device. This step is a significant source of employee complaints, with many finding it overly aggressive, sometimes requiring multiple verifications for a single session.

 

2.4 Mastering Your Schedule: How to View, Read, and Understand Your Shifts

 

Once logged in, understanding how to navigate and interpret the schedule is the next hurdle. The UKG platform offers several ways to view this information, each with its own set of controls.

• Accessing Your Schedule: The primary way to see your shifts is through the “My Schedule” or “My Calendar” widget or page. The calendar view typically opens to the current month, with the current day highlighted.
• Interpreting the Calendar View: The calendar uses a system of icons to convey information concisely :
  • A dark gray rounded rectangle represents a scheduled shift.
  • A green circle with a white checkmark indicates an approved time-off request.
  • A “more” icon (often three dots) signifies that a day has more events than can be displayed at once. Clicking on the day will reveal the full list.
• Navigating Timeframes and Views: Users can scroll between months using arrow buttons and can select different timeframes to view, such as “Week to Date,” “Current Week,” or a custom date range. The system also offers a

  Gantt view, which displays shifts as horizontal bars with lengths proportional to their duration, providing a more visual representation of the workday.
• Using Filters: To manage the amount of information displayed, users can apply filters. This allows an employee to show or hide specific event types (like open shifts or holidays) or request statuses (like pending or approved). This level of customization, while powerful, contributes to the system’s learning curve. A detailed guide for creating a schedule pattern can be found in documents like , which outlines how to select employees, set start and end dates, and apply the pattern.

 

2.5 Flexibility and Swaps: A Tutorial on Requesting Time Off and Trading Shifts

 

Two of the most critical functions for employees seeking work-life balance are requesting time off and swapping shifts. The process within Kronos is structured and requires manager approval.

How to Request Time Off: The UKG system provides a detailed workflow for submitting time-off requests.

1. Navigate to the “My Time Off” tile or the “Request” button within “My Schedule.”
2. Select the Reason for the request (e.g., Vacation, Sick). The system may display the employee’s accrued balance for that category.
3. Choose the Dates for the request, either a single day or a range of days.
4. Specify the Duration, which can be a “Full” day, “1st Half,” “2nd Half,” or a specific number of “Hours.” This option’s availability depends on how AT&T has configured the system.
5. Submit the request. It is then routed to a manager for approval, and the employee will be notified of the decision.

How to Swap a Shift: For many retail employees, the ability to trade shifts is essential. The Kronos “Request Shift Swap” feature facilitates this process, though it has specific rules.

1. From the calendar or schedule view, select the shift you wish to trade and initiate a “Request Shift Swap.”
2. The system will then prompt you to select the date of a shift you would like to work in return.
3. A list of eligible coworkers and their available shifts will be displayed. A key restriction is that employees can typically only swap with others who have the same primary job and qualifications.
4. Select the desired coworker and their shift to propose the swap.
5. The request is sent to the coworker for acceptance. If they accept, the request is then routed to a manager for final approval before the schedule is officially changed.

 

2.6 The Unvarnished Truth: Common Employee Complaints, Bugs, and Login Issues

 

While UKG Workforce Central is a powerful enterprise tool, the employee-facing experience is a significant source of dissatisfaction. An analysis of user reviews and forum discussions reveals several recurring themes that paint a picture of a system that prioritizes backend functionality over frontend usability.

• Performance and Stability: The mobile app is frequently described as slow, buggy, and prone to crashing. Users report that it “doesn’t work often” and is “so slow” that simple actions take an inordinate amount of time. Some employees at large companies express disbelief that a billion-dollar corporation would use such a seemingly archaic tool.
• Login and Authentication Issues: This is perhaps the most common and intense pain point. Employees report being constantly logged out, receiving “internal server error” messages, and having to go through a frustratingly repetitive 2FA process. One user lamented, “Every single time I go to check my schedule, it makes me verify my identity via text message twice. Why is the scheduling app more secure than my bank!?”. These login issues are not isolated, with Reddit threads showing widespread frustration with being unable to access the app or mobile website.
• Outdated User Interface (UI): The app’s design is often called “archaic” and “terrible”. Users find the schedule view is not mobile-friendly and lacks features that are standard in modern consumer apps, such as the ability to easily export shifts to a personal calendar like Google Calendar. This sentiment is echoed by those who describe the UI as “clunky” with a “steep learning curve”.
• Broader Platform Concerns: Beyond the app itself, the UKG platform has a history of significant operational challenges. A major ransomware attack in late 2021 (some sources cite 2020) caused a massive outage that disrupted payroll and timekeeping for thousands of companies for weeks, severely damaging its reputation for reliability. Furthermore, complaints filed with the Better Business Bureau (BBB) against UKG often detail issues with payroll processing or account access, with UKG’s typical response being to deflect responsibility back to the employer’s HR department.

This chasm between the software’s capabilities and its user experience reveals a deeper dynamic. AT&T, as a massive enterprise, likely selected UKG for its robust, scalable, and legally compliant feature set—it is a system built to handle complex union pay rules, intricate overtime calculations, and the sheer scale of a national workforce. These are the problems that corporate decision-makers need to solve. However, the end-users—the retail associates and call center agents—are left to grapple with the friction of a system that was not primarily designed for their convenience. This explains the paradox of a market-leading platform receiving such poor reviews from the people who must use it every day.

 

Section 3: On the Road: A Look at Actsoft Workforce Manager for AT&T

 

 

3.1 Purpose-Built for a Mobile Workforce

 

While Kronos governs the schedules of AT&T’s store-bound employees, a different solution is in place for its mobile workforce. Actsoft Workforce Manager is the platform used to manage employees who are “on the go,” such as installation and repair technicians. This application is available on both Apple’s App Store and the Google Play Store.

A critical point of distinction is that this software is not developed by AT&T. The developer is Actsoft, Inc., a company specializing in mobile workforce solutions. AT&T’s role is that of a major partner and solutions provider. The app is marketed as “Workforce Manager for AT&T” and is featured on AT&T’s own business support websites, indicating that AT&T either uses the platform for its own field operations or resells it as part of its broader suite of business services. This relationship highlights AT&T’s dual identity: it is not only a massive employer but also a technology vendor for other businesses. Consequently, some users of the “AT&T Workforce Manager” may not be AT&T employees at all, but rather employees of smaller companies that are AT&T’s business customers.

 

3.2 Beyond Scheduling: Key Features for Field Operations

 

The feature set of Actsoft Workforce Manager is fundamentally different from that of Kronos, reflecting the distinct needs of a mobile versus a static workforce. The focus is less on managing hourly shifts in a single location and more on coordinating logistics and tracking activities in the field.

• Job Order Dispatching: This is a core function. Dispatchers can create and send work orders for service calls, deliveries, or other tasks directly to a field employee’s mobile device. The information is available instantly, allowing for real-time management of workloads and personnel.
• Mobile Forms: To enhance efficiency and reduce paperwork, the app allows businesses to create electronic forms. Technicians can fill out these forms on their devices, capturing data, photos, and even digital signatures. This streamlines the process for creating invoices and service records.
• GPS Tracking: This is a powerful and defining feature of the platform. It offers two main types of tracking:
  • Event-Based GPS Tracking: The employee’s location is recorded and sent to a web dashboard whenever a specific task is completed, such as closing a work order.
  • Intelligent Tracking: This is an add-on service that provides continuous GPS tracking of the employee’s location. While this enhances accountability, it is a feature that raises concerns about battery life, with the app description noting that “continued use of GPS running in the background can dramatically decrease battery life”.
• Timekeeping: Like Kronos, the app includes a mobile time clock feature, allowing employees to clock in and out from their smartphones or tablets. This data is compiled into reports for payroll and can be viewed on a map to see where punches occurred.

 

3.3 How Actsoft Integrates into the Daily Life of an AT&T Field Employee

 

For an AT&T technician, the Actsoft Workforce Manager is their digital hub for the entire workday. A typical day might unfold as follows: The technician clocks in using the app on their company-issued smartphone. A dispatcher, monitoring a web-based dashboard, assigns a service call, which appears as a new job order on the technician’s device. The order contains all necessary information, including the customer’s address and the nature of the issue.

As the technician travels to the job site, their progress can be tracked via GPS. Upon arrival, they complete the work and use the app’s mobile forms to document the service, perhaps taking a photo of the completed installation. Once the job is finished, they mark it as complete in the app, which sends a real-time notification back to the dispatcher. At the end of the day, they clock out through the app, and all their activity—time worked, jobs completed, and locations visited—is logged for payroll and operational analysis.

 

Section 4: The Broader Context: AT&T’s Scheduling Policies and Work Environment

 

The applications used for scheduling are merely tools that implement a company’s broader policies and reflect its underlying culture. At AT&T, the way schedules are built and managed, particularly in the retail sector, is deeply intertwined with long-standing corporate and union practices. Understanding this context is essential for any employee navigating their work life at the company.

 

4.1 The Retail Reality: How Seniority Dictates Schedules and Weekend Work

 

For AT&T’s retail employees, scheduling is not a fluid, flexible process. It is a rigid system governed by a single, overriding principle: seniority. Official AT&T job descriptions and numerous employee discussions on forums like Reddit make it clear that an employee’s tenure at the company is the primary factor in determining their work schedule.

This has several practical implications, especially for new hires:

• Mandatory Evening and Weekend Work: New employees are explicitly told to expect to work the busiest shifts, which invariably include evenings and weekends. As one commenter on a Reddit forum advised a new hire, “Schedule is based on seniority so you’ll be at the bottom of the list. This means you’ll work every weekend and every closing shift”.
• Mid-Week Days Off: The trade-off for working every weekend is that days off are typically scheduled for mid-week, such as a Tuesday and Wednesday.
• Fixed Schedule Publication: Schedules are not created on a rolling basis. They are generally provided one month at a time, with monthly seniority-based schedules often made available about two weeks in advance.

This seniority-based system prioritizes stability for long-term employees but demands significant flexibility and sacrifice from those just starting their careers at the company. It is a critical piece of information for any prospective retail employee to consider.

 

4.2 The Great Return: Analyzing AT&T’s 5-Day In-Office Mandate

 

Beyond the daily schedule, AT&T has made a significant, and controversial, shift in its overall workplace policy. Beginning in January 2025, the company is mandating a full five-day return-to-office (RTO) workweek for a large portion of its management and corporate staff, effectively ending the hybrid work models that became common during the pandemic.

This policy is part of a broader strategy to consolidate operations into nine core office hubs in cities like Dallas, Atlanta, and Los Angeles. This is a dramatic reduction from the more than 300 office locations AT&T operated before the pandemic. The company’s stated rationale for this move is to “drive collaboration and innovation” and foster a unified company culture through in-person interaction.

However, this decision has been met with significant resistance and skepticism from employees. Many view the mandate not as a strategy for collaboration, but as a “layoff in sheep’s clothing”. The requirement to relocate to one of the nine hubs or face termination is seen by some as a way for the company to reduce headcount without having to pay severance packages. This policy shift represents a major adjustment for employees who had grown accustomed to the flexibility of remote or hybrid work and has become a major point of contention within the company.

 

4.3 Overtime and Union Rules: Understanding Your Rights

 

For a significant portion of AT&T’s workforce, particularly technicians and call center staff, working conditions are not dictated solely by management but are governed by collective bargaining agreements with the Communications Workers of America (CWA). These union contracts are legally binding documents that detail rules regarding rates of pay, hours of employment, and overtime.

Recent tentative agreements between AT&T and the CWA have included important provisions related to scheduling and overtime, reflecting the union’s role in protecting its members. For example, a recent agreement for Southwest employees introduced language to cap mandatory overtime at 12 hours in a week and established double-time pay for hours worked in excess of 54. These negotiated rules provide a crucial layer of protection for employees.

The importance of these protections is underscored by AT&T’s history. In 2011, the company settled a class-action lawsuit for $12.5 million over allegations that it had misclassified technical support workers as exempt from overtime and failed to pay them for all hours worked. This history highlights the critical role that union contracts play in ensuring fair labor practices within the company. For any unionized employee with a scheduling or overtime dispute, their CWA representative is their primary resource and advocate.

The combination of these policies—a rigid seniority system, a mandatory return to the office, and detailed union rules—paints a picture of a corporate culture that is highly structured and traditional. While AT&T positions itself as a modern media and technology company, its workplace practices often appear to prioritize top-down control and established hierarchies over the flexibility and autonomy that have become hallmarks of the contemporary tech industry. The scheduling app, whether it be Kronos or Actsoft, is ultimately just the digital instrument used to enforce this broader, more rigid philosophical framework.

 

Section 5: Market Comparison: How AT&T’s Tools Stack Up

 

 

5.1 Introduction to Leading Employee Scheduling Software

 

The enterprise-level systems used by AT&T, like UKG Workforce Central, operate in a different universe from the agile, user-friendly scheduling apps that have become popular with small and medium-sized businesses. These modern platforms are often built with an employee-first mindset, prioritizing ease of use, mobile accessibility, and seamless communication. Key players in this market include When I Work, known for its intuitive interface and communication tools ;

Deputy, which offers powerful AI-powered auto-scheduling and labor forecasting ;

Homebase, an all-in-one solution that integrates scheduling with payroll and HR for hourly teams ; and

Sling, which provides a robust free tier for scheduling and communication. Comparing AT&T’s systems against these market leaders reveals significant differences in philosophy and user experience.

 

5.2 Feature-by-Feature Breakdown: AT&T’s Systems vs. The Market

 

A direct comparison highlights the trade-offs between a comprehensive enterprise system and modern, specialized SaaS applications. For AT&T employees, this comparison can validate their user experience frustrations by showing what features are standard elsewhere. For business owners and managers, it serves as a practical market analysis.

 

5.3 When to Look Elsewhere: For Managers and Business Owners

 

The analysis clearly shows that the choice of a scheduling tool is not one-size-fits-all. For a massive, complex, and heavily regulated enterprise like AT&T, a system like UKG Workforce Central is a logical choice. Its power lies in its ability to enforce complex pay rules, ensure labor law compliance across thousands of jurisdictions, and scale to hundreds of thousands of employees. These are mission-critical requirements for which AT&T is willing to trade user-friendliness.

However, for small and medium-sized businesses, the calculus is different. These businesses often prioritize speed, ease of use, employee satisfaction, and affordability. For them, the overhead and complexity of an enterprise system would be prohibitive. Platforms like When I Work, Deputy, and Homebase offer a compelling alternative. They provide the vast majority of necessary features—scheduling, time tracking, communication, and basic labor reporting—in a package that is more intuitive, more affordable, and generally better-liked by employees. For a restaurant, retail shop, or service business not bound by the same byzantine rules as a telecom giant, these modern SaaS solutions represent a more practical and effective choice.

 

Section 6: Maximizing Your #LifeAtATT: Benefits, Resources, and Conclusion

 

 

6.1 Beyond the Schedule: A Look at Key AT&T Employee Perks

 

While navigating the scheduling systems and workplace policies can be challenging, working at AT&T comes with a comprehensive and competitive benefits package. For current and prospective employees, understanding these perks is a crucial part of evaluating the overall employment experience. The company offers a wide array of benefits that go well beyond a simple paycheck.

 

6.2 Navigating HR and Finding Support for Scheduling Issues

 

When employees encounter problems with scheduling, pay, or related systems, knowing where to turn is critical. Here is a recommended path for seeking resolution:

1. Official Digital Channels: The first stop should always be the official AT&T HR Access portal. This is the central repository for company information and the gateway to the various systems.
2. Talk to Your Manager: For day-to-day scheduling issues, an employee’s direct supervisor is the first line of defense and the person responsible for approving requests within the system.
3. Union Support: For employees covered by a CWA contract, their local union representative is a powerful resource. They are experts on the collective bargaining agreement and can advocate on the employee’s behalf for issues related to scheduling, overtime, and other working conditions.
4. Visit a Corporate Store: In some instances, particularly for issues that bridge employment and customer service, visiting a local corporate-owned AT&T store may provide a path to resolution, though this is not a guaranteed channel for HR issues.
5. File an FCC Complaint: As a final step for unresolved issues, particularly those involving billing or service that cannot be rectified through normal channels, filing a complaint with the Federal Communications Commission (FCC) is a surprisingly effective tool. These complaints are formally routed back to a specialized team within AT&T for resolution.

 

6.3 Conclusion: The Future of Workforce Management at AT&T

 

The term “AT&T Shift App” is a misnomer for a complex, bifurcated, and evolving ecosystem of workforce management tools. The reality for most employees is a world dominated by UKG Workforce Central (Kronos), an enterprise system that is powerful in its capabilities but often falls short in user experience. This is supplemented by the highly specialized Actsoft Workforce Manager for the company’s mobile field operations. The confusion surrounding these tools is a direct result of corporate change management that left employees to seek answers from unofficial sources, creating an information gap that persists today.

Ultimately, these applications are instruments of a broader corporate philosophy. AT&T’s workplace is defined by a deep-seated traditionalism that prioritizes hierarchy, seniority, and top-down control, as evidenced by its rigid retail scheduling policies and its mandatory five-day return-to-office mandate. This approach stands in stark contrast to the flexibility and employee autonomy championed by many of its peers in the technology sector.

For current, prospective, and former employees, navigating this environment requires a clear understanding of not just the software they must use, but also the policies that software enforces. This report has aimed to provide that clarity, serving as the single most comprehensive guide to the realities of shift work, scheduling, and life at one of America’s largest and most influential corporations.