Thread regarding Wells Fargo & Co. layoffs

@pp Sure, and if your executive leadership badly botches your “non core location” exit strategy, and decides to instead play a game of chicken hoping a group of people with over 15 yrs tenure each will just magically quit, you could fly under the radar like my group for years!

Now before I start i'm not saying this is the right thing to do, only explaining why people see what they think are contradictions or inconsistencies..

Location strategy is now the first and overriding strategy/criteria. . Are you within 40 miles of a go-forward location?

• If yes, then you can apply for an accommodation OR a FWA with your manager. All accommodations are time-limited and re-reviewed at least annually now, so they are considered temporary - even if the condition is a lifelong condition. ADA doesn't require accommodations to be indefinite, just that the company have an interactive process. FWAs are for non ADA transient life circumstances and aren't considered accommodations
  • if no you aren't within a 40 mile distance, since all accommodations/FWAs are considered temporary... there is the hypothetical eventuality that you will need to return to the office. Therefore no remote work is available, need to relocate/be displaced.

if the company closes a building, you may be temporarily remote. if that closure is in a go-forward location then you'll eventually be reassigned to another building.

@dc I lost a good job because of location strategy. My medical note would have allowed me to stay on albeit remote, the problem is it would have needed to permanent. Was told that I'd have to keep recertifiying, and it would become invalid after certain amount of times.

So while the condition never improves, life changing and chronic, I had to end up being laid off (I had an option to relocate and an offer actually) After countless discussions with management, HR, recruitment, accommodations etc.
They recommended not taking it because the note would be denied after a point. So they wouldn't do it if it was them. Four opinions discouraging if you will.
I believe I was well in my rights too. The ADA acts 1990 2008. Successfully met all the requirements needed to get a wfh exception, received it based on the fact company could not accommodate me for my condition in office and remote work was allowed during covid, so in turn, holds no undue hardship

Was told that you can only get it (the remote exception) if you live within 50 miles of the new location. I clearly don't live within that radius as its almost a 3 hour drive and have had some detrimental health issues prompting all this.

Also, even with a medical note, in my specific case which my issue is permanent and they would only accept a note for so long then would be required to come in anyway despite condition as if it doesn't matter. I still don't understand how a dr note can be seemingly superseded.

Even though at the time I was working from home the committee and my dept was completely okay with it. Then location strategy comes along and suddenly there is a problem, they also don't mention that anywhere on teamworks acc process until after it is approved that location strategy is separate. That's a little misleading.

Long story short i had discussed with Acc team and was specifically told in effect 'I wouldnt use medical note to avoid coming in and after awhile, dont use it as a shield. And people would be getting tired of getting a dr note everytime and we would get tired of having to keep approving'.

So one would wonder reading comments here and there were other cases handled all this time appropriately, how many other people have been affected from the onset?

Anyone working remote needs a Flexible Work Arrangement (FWA) documented in workday for no more than 2 years in length. Any FWAs over 6 months in duration require OC/OC delegate approval. They are not permanent & can be cancelled at any time. Employees that move homes or have title changes will end a FWA & a new submission & approval would be required.

@OP
Seems to depend on age of the employee. If you're older, you're gone. Remote for many, many years, yet laid off while 2 younger people were allowed to remain remote.

We should so have such "exceptions" and they should be permanent, so long as the CEOs assistant is fully remote.

They closed our office in 2021, we had already been fully remote for Covid so we just stayed home. Then they announced we would be laid off two years ago, but then retracted that indefinitely when the hit their own deadline and weren’t ready. I’ve been working fully remote since 2020 with no clear end in sight!

Exceptions aren’t permanent. Talk to me in January 2028.

@a4 yes, and needs OC approval.

212 people...

I think this is always the case that if you have a skillset that they can’t replace in a hub then they can allow a remote exception for some term. They are typically reviewed 6 months or annually.

It is definately not the norm or the direction WF is on course for