Thread regarding Wells Fargo & Co. layoffs

When my accommodation was being reviewed last year, the specialist (bless her heart) after telling me my schedule for returning to the office, had to look up my condition - she didn’t even know what it was. So they first ignorantly deny. I explained how to pronounce my disability and what it means to her. This was all after she had already made a decision on my accommodation.

@OP what helps make our case stronger?

From my experience, no you don't. You want people in 8 hours a day for 3 days a week with no exceptions. I used to have a permanent exception until people like you took it away. Now I have to relive this nightmare every 6 months and worry about my job. Don't say you're trying to help us when you aren't. You are trying to get the company what it wants regardless of the employee's needs

Ehhh. I hear you. Nothing against people in that dept.

I had painful, limited mobility and incontinence issues. Documented by 2 docs, asking for WFH for a few months until things could be sorted out. Both docs saw me (one was my PCP and one a specialist due to a medical condition — well established care, not “shop an opinion.”). I remember people in the office concerned for my health, and feeling bad for me.

Long short, I was offered a footstool. 😅

To boot, I was laid off a month after asking for accommodations. I received “meets” every year. 🤷🏿‍♂️

I was tight. 🤣

Believe it or not but I actually don’t even want to be here 1 hour a day…

@ec, thank you. That's the point of my post about people who work in HR. It's not like you have free reign to just give WFH away. I'm assuming they QA you to know what you have offered and what has failed. How does the manager factor into this though? If they agree to a WFH accommodation, are you then in trouble because they approved it? What if the manager doesn't approve the WFH accommodation and that's the very last option you have? Are you stuck then too? It's got to be hard when you're navigating between directives you've been given, but also have to have the person's manager agree or disagree.

@e2 we must exhaust all in office accommodation options before we consider WFH. Medical documentation needs to be clear about what the limitations are in office.

Why do you all blame HR people for the things they are told they HAVE to do? They are in the same situation you are all in. The people answering the calls, cases, etc. aren't the decision makers. They have their hands tied just like everyone else.

@OP, I am curious what the directive is that the accommodations team is being told to follow though?

Hard to be nice when you're trying to get or keep the tools you need to do your job and the accommodations specialist makes it perfectly clear that they think you dug up some shady MD who will sign anything and are faking your very real disability.

@OP New 8 hour requirement? Wasn’t it always an 8hour requirement even before WFH ? This is nothing new, except to lazy, whiny folks.

"We have been given a directive that we are expected to follow."
So did the people under Hi---r.
Pi-s off wellsfargo HR.
HR never has represented the interest of wells fargo employess.
As soon as an HR representitive is told something by an employee.
HR calls the employee's manager to tell them everything the employee said.
I know this to be true because multiple people have told me as soon as they talked to HR.
Not only did their manager become vindictive but the entire wells fargo company.

@ak workplace accommodations for chronic medical conditions. Everyone wants WFH but it’s getting more and more challenging to get it approved.

I must’ve been WFH for far too long. What is this person talking about? Accommodations for what?

babe, are you writing up these accommodations from the luxury of your couch? why don't you be kind? I have a cat to feed.

I’m with OP. Be nice to each other unless your disability is being a whiny S-B and we know who you are

We still hate you…it’s personal