Thread regarding Wells Fargo & Co. layoffs

This happened with me in 2020. It all started in February, I got really good ratings saying that I have good learning capability and I can replace even the senior most member in the team, being the junior most person in the team having experience of 1.5 years. But when the appraisal meeting happened after a few days, they said that I didn't learn anything. (PS. I got early promotion because of my work) And from then everything started going downhill. My project got changed because "I wasn't attending calls after 10:30 PM". The next project that I got was exhausting. I was working on behalf of 5 people in the team. I got covid positive in August 2020 and still my manager rejected my leave saying that there are many other people in the team who are covid positive and still working. And I am not kidding, I was working for 20 hours a day, yes 20, when I was covid positive and delivering work on behalf of 5 people. Even my lead was torturing me and after few days my manager conveyed that I have been put into PIP and asked me to prepare some presentations as part of my learning. Obviously, working 20 hours a day, working on weekends, covid positive, I had no time to work on the presentations. I still managed to finish all the presentations except one and that gave them the reason to terminate me. My manager got me on a call with the HR and they asked me to send resignation email right away while being on the call.
Also, they did not allow anyone to WFH beyond 50 kms. So, I was living alone in a different city with extended covid and working 20 hours of day and working on weekends as well, no time to rest or visit the doctor.

Makes sense. Managers were forced to drop ratings on TMs. I refused to.

I know this is an older posting, but I experienced this treatment as well. Does anyone have proof other than experience this really was a practice this corrupt company used? Any specific regions or anywhere they are located?

note: this thread is a year old, revived by someone who doesn't understand there was a server outage.

Why are most of the previous threads on this site about Wells Fargo now inaccessible?

When I try to access most posts, I keep receiving errors like the following:

Error 404: Not Found
The requested URL /wells-fargo-and was not found on this server.

This was the only thread among the last 20-30 that I have been able to access.

No loophole needed. Companies are not required to pay severance.

Happened to me!

I have a screen shot of this post by some other Wells Fargo employee. If I am fired due to an unjust PIP I will use this post to submit to the unemployment office as a reason to still be allowed to collect unemployment from Wells Fargo. I did not write this post, but I could have, as it totally applies to me too.

I think some performance improvement plans occur because the Management thinks that when their most experienced, long term, fully trained and experienced at the job employee leaves to get a different job a junior member of the team should just be able to fill their shoes in the job with no additional training required. Yeah right. There was probably a good reason that senior level person left that job in the first place. Overworked, long hours, no raise, poor Management, etc.

This comment made by someone else is so TOTALLY TRUE.

I think some performance improvement plans occur because the Management thinks that when their most experienced, long term, fully trained and experienced at the job employee leaves to get a different job a junior member of the team should just be able to fill their shoes in the job with no additional training required. Yeah right. There was probably a good reason that senior level person left that job in the first place. Overworked, long hours, no raise, poor Management, etc.

Because there are so many managers that need to sign off on a new hire, not just the hiring manager, it takes time. Someone is always on PTO, or out sick, or traveling on business. It takes a very long time if that happens. And it is true the jobs are no longer available by the time that happens. Keep trying, Wells Fargo is not biased at all for race in their hiring practices.

How come wells fargo does not like hiring well qualified people of african descent. I've interviewed with wells fargo in 2019 well over 22 times and each set of times made it to the last round, they've hummed and haughed and took weeks upon weeks to decide and at the very end either never communicated a decision, or canceled the role or made some other weak excuse. It's disgusting.

Scharf, your new CEO, did the same thing at BNY Mellon (I work there). Financial services is slimy. There's no escaping that conclusion.

Yes this is happening! I got backed into a corner researching information. Was forced to resign. Everyone needs to inform themselves of the truth!

I can attest to that sentiment. I know of a regional president named bob Ceglio (not sure of spelling) that used to get away with murder when it came to racist and s-xist remarks. WF even allowed him to keep his job when he had an affair with his admin (who was married and had numerous children at the time). Only after the investigations started did he lose his job. Many others as bad if not worse but he was notable.

@116B4dOt-4old, so sorry to inform you that behind the well constructed veil of executive presence, this is the vile nature of management at WF. In fact, I’ll take it one step further and tell you that I’ve seen damn good managers from other companies have to choose between leaving or devolving into this way of thinking. Why would that surprise you given all the revelations? Do you really believe this level of fraud was perpetrated by well mannered executive professionals. Give me a break. Unfortunately it’s this level of ignorance or willful blindness that got us here.

Anybody know if the concord contact center is being cut?

Those prior to very last posts could not have come from a real internal Wells Fargo, upper Management employee, with the disgusting language used in the post. Just an imposter.

@116B4dOt-3snx .. I actually agree with you. The tech talent in Wells Is not comparable to a FAANG. . But you are being fool comparing Wells Fargo’s tech talent to that in a FAANG. We are in financial services not in developing an app or building the next iPhone . A better comparison would be to say if we are better or worse than the tech talent in a BofA or Citi. My response , I am sure my response will generate a lot of negative votes.

But I am going to say it: we are in the middle of the pack. The top talent is in GS, MS, and JP. Citi and BofA are worse than WF. So the arrival of people from JP (e.g. Saul) and some other talent esp in risk groups from GS and MS is our way of getting the talent imported (for now). For many years WF was the best in cyber security. It is still up there. Same for resiliency. We are not as good in cloud. And agile is non-existent. No go ahead and vote negative.. I don’t care about the votes . I want to tell you like it is so you din’t repeat your ignorant statements in front of Debra .

@116B4dOt-3fcu, you’re not that good. If you were you all would be working at a FAANG at best. Banks are known to hire the most mediocre of the tech world. Please stop bowing your horn. You just barely employable with your lackluster skills.

Non-technical employees, like those with just MBA's, have absolutely no idea how complicated and intricate the technology platforms that run Wells Fargo are. How much fine skill and technical expertise it takes to run the technology platforms and do technological reporting. Whether that be IBM Mainframe, SQL server, UNIX, Oracle, etc. Using multiple programming languages like COBOL, SAS, SQL, Visual Basic, JAVA, C++. The IT folks keep the show running. Without the extremely experienced and knowledgeable IT employees Wells Fargo would be "toast" in less than 24 hours.

I don’t think this forum seems to understand the precarious situation of Wells Fargo . It appears this forum is mainly mid-level folks , who obviously keep things running. But none of you have a seat on the table (that includes me). I do have some access to the office of the CFO as I perform some remediation reporting. Listen up: we are among the most inefficient organization by practically every measure. One on five tech folks are pretty ineffective as measured by management metrics. No you may personally not see yourself in that bad boys club, but that is the brutal reality. Our plan is to hire small and fire big. The new guys are being paid a slight premium with the pledge of a bigger windfall when things stabilize and the bank is a lot smaller people-wise.

I think some performance improvement plans occur because the Management thinks that when their most experienced, long term, fully trained and experienced at the job employee leaves to get a different job a junior member of the team should just be able to fill their shoes in the job with no additional training required. Yeah right. There was probably a good reason that senior level person left that job in the first place. Overworked, long hours, no raise, poor Management, etc.

@116B4dOt-2pmd.. you are an id–t... PIPs are used here and at other banks (Citi, etc. ) to actively manage people out. Seen in dozens of times.

Wells Fargo Bank behaviors; (1) Sinister, (2) - Fraudulent a/k/a Fraudsters, (3) - Shysters, and (3) - Low Life Scumbag Management......yep,.....no wonder it is based in San Francisco, CA,.

A study asked drivers if they would rate themselves as a good or bad driver. 80% + rated them selves excellent drivers.

Look, if you’re on a PIP it’s because of poor performance, period. As others have mentioned it’s at will employment and they are free to fire anyone at anytime (with the exception of discrimination) just like you are free to quit at any time for any reason.

And severance IS NOT required by law. It’s offered in return for legal tour right to sue.

I'm experiencing this. It's been 6 months now. Always have been an excellent, valued employee with top performance reviews.

Now, because I'm in an expensive region, I'm being targeted. It's so clear that I'm being papered by mgt.

Awful way to treat top-performing staff. I'd respect WF more of they were honest and transparent about this.

So disappointing.

My husband is pushing me to obtain legal counsel.

It's happening to me right now. Literally, it started today.

This post really helped.

Ah, the Performance Improvement Plan. In upper management, we call this "managing people out"

it will usually start out of no where. you start getting some feedback about your performance. it will escalate. you will start having weekly meetings with your boss. your mid-year review will summarize your "poor" performance, the feedback will continue. you will get no feedback on how good you are doing. it usually culminates in a poor end year review followed by a PIP OR they will put you on the PIP before your year end review. At end of PIP you will get put on 30 day final warning. By this time, its over but has been the strategy from the start of the process.

some collected advice I have received over from someone in legal/employee relations, someone who is in investigations, and from a couple of external employment attorneys. Read all this

Write everything down. Everything. Take detailed notes (dates, times, who was present, summary of conversation) of conversations and meetings with your manager or other meetings where your manager is present. Save emails and chats where you are having conversations and include those as attachments to your "notes" email (below). My advice, record your conversations, use the recordings to take your detailed notes, then save or delete the recording (consult your state wiretapping laws). It's a little work but it pays off.

To make your notes "official" send an email to yourself (work email) with these notes (include relevant attachments) for each meeting or interaction. Then, print this off, physically. Do not email it to your personal email account. If they are looking to get rid of you this is one way they can fire you for cause. If you cannot print physically, then take a photo of your screen that has the email notes opened up with your phone. Still send the email to yourself (work email) because it now becomes discoverable if there is any litigation.

Key is to show you are performing and that your manager is contradicting themselves, or providing you with poor management, poor direction, vague instructions, etc. You have to be able to paper these people to the point that they give you a severance to avoid legal issues.

Take notes on feedback you receive from your manager, the frequency of your interactions with them and if they ever provide you feedback or guidance. I know some people here who never speak to their managers for weeks. Note this as well. Use snippet to take a screen shot of your calendar meetings showing how often your boss is reaching out to meet with you for one on ones. include this in your notes email (from above).

Your notes will pay off. trust me. if you keep this up for a couple of months or longer there is no way in hell your manager is going to be able to recollect or refute things you have documented.

DO NOT contact HR. DO NOT contact Wells Legal. These groups are here to protect the firm and your manager. DO NOT EVER write a response to your manager and CC Legal or HR. If you contact HR or Legal trust me, they will contact your manager even though they say your conversations are confidential.

If you have been here a long time and/or are older, consult with an employment attorney to build a strategy and plan. Its worth the thousand or so bucks you will pay.

I believe that it is a sign of a very poor, underqualified, selfish Manager, who has not made sure their employee was adequately trained for the job, who gives out an employee performance improvement plan. It should be the Manager that is on the performance improvement plan, BAD MANAGER, not the employee. The employee just probably needed more training, better leadership, better communication with the Manager and more attention from the Manager. Before a need for a performance improvement plan.

First; no law requires an employer to pay severance pay. The Fair Labor Standards Act (FLSA) requires that an employer pays an employee whose employment has been terminated their regular wages through their completion date and for any time that the employee has accrued.

Second, your job is at will so the insinuation that they will give you poor performance plans to boot people is absurd. They need zero reason to let u go and they would not waste time on performance plans and HR. At-will means that an employer can terminate an employee at any time for any reason, except an illegal one, or for no reason without incurring legal liability. Likewise, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences.

Lastly, you are adults. Quick making these absurd comments on the site and causing panic and fear.

Yup and to get out of paying bonuses for employees MBOs.

Happened to me and several of my colleagues at US Bank after they lost nearly $1B a couple of years ago. Same scenario was brewing at Wells Fargo this summer. I left before the smoke turned into fire.

This is a popular scheme in large corporations now. IBM did this HP did this nothing new here. If you get an improvement plan you can either accept it and leave or force the manager to document exactly what you need to improve and s— it up and meet whatever goals are set. depends how much you want to remain in the job and why you are staying.

Yep. Happened to me. Writing a little letter to Legal asking for severance.