Everything you need to know about Wells is in Saul's email.
They've been giving "empathy training" to management.
SMH.
This is how they got away with stealing from hundreds of thousands of our customers.
22 replies (most recent on top)
Read the 2020 handbook on salary continuation. It details who is eligible for salary continuation. Read the part about having to drop all lawsuits, complaints in order to get salary continuat. So yes, you can get laid off without severance. Prayers to all affected
Maybe I should have said "Wells doesn't know where I work", because signing the same telecommuter agreement three times is a bit redundant.
Okay, they know where I live, they don't know where I work.
HR knows where everyone lives. it's in people soft. how do you think they know how to deduct state taxes from your paycheck and to send you other info (life insurance, etc.)
My team was asked for address/location updates and to sign the telecommuter agreement a few months ago.
FYI, it was my third time signing that form.
Wells is not very good about keeping employee records up to date.
And yes, there were people on my team involved in the relocation news.
I work in EIT, work remotely, and have had NO requests for my home or work address. The information regarding the 650 is true, but the impact is isolated and limited, at least at this time?
Sorry the request for information was from EIT only. Eit is team most impacted by the relocations. 650 stateside were "asked" to relocate or lose their job this past Wednesday.
They have until April 15th to decide, and must move by October. They are offered a relocation package but no changes in pay based on area as far as I know. Severence will be offered to those that decline to move.
Request for home and work address for “weather” purposes is either incorrect or isolated to specific people or groups. Nobody in my area has received anything like this.
Just saw an email go out asking for FTEs updated home and work addresses on profile, etc.. For "weather" purposes?!
!😜 Right. They are wanting to get ready for Phase 2. Anyone know when that will be?
How does this impact telecommuting contractors? I have a couple on my team that should be cut and am hoping this does the trick. cannot get approved req's for telecommuters and these contractors live outside code areas.
Managers in our LOB do not listen to progressive non-managers ideas on automation and machine learning. Instead, these outdated tech managers, for which some have never worked or received an education in tech, use their limited skillsets to maintain outdated manual processes and tools because it is the only thing they understand. Anyone else have non-technical people 'tech managers' ? Taking away telecommute and forcing people in offices will not fix the toxic, uneducated, outdated inflated egos of poor managers, sr managers who will not listen to their SME's or any other voice but their own.
I don't complain without bringing modern and proven resolutions to the table. Saul uses terms like AI and automation and yet manual outdated tools and processes remain. Not ALL engineers push back on their outdated tech. Some try to keep what they know in order from being replaced and unfortunately I found those engineers have the ears of managers and leaders for the last ten years because it is dumb down to their level. Baffle them with B.S. Some of us take it upon ourselves to keep our educations up to date but it is on our own dollar. The ill-informed managers will remain. THAT is where WF needed to make the cuts and then have those managers make the decision on the dead outdated weight that needed to go. Not by zip code but by skillset. They should have sent out a non-manager technical survey, instead of lumping all LOBs in to one survey, to get to the truth and heart of the matter. Oh wait, that would mean using modern, logical and accurate thinking and tools.... who wants that?
@3bzn+13unRpEl - Agreed. For those of us already in these "choice" locations, but telecommuting, this will be the next step. Go into an office everyday, where not one of your team members work.
Seriously, this is really just a RIF in disguise. First, pick the low-hanging fruit of remotely located telecommuters.
Then tell everyone they now have an added expense of commuting and lack of work flexibility. Even though most of the offices in these "choice" locations are reporting there is no flex-space available on a daily basis, no additional monitors, you're expected to be productive with your tiny laptop screen, the open office is noisy as heck, everyone is on their multiple conference calls all day adding to the noise, and still, you have no one on your team to F2F.
The talented people won't put up with this and leave - a voluntary RIF - then once the desired headcount is achieved, they'll do what they did at BNY after charlie left - pull back on the anti-telecommuting nonsense and cry that they don't have the talent base they need to please regulators.
It's all nonsense, slash and burn nonsense, designed to put up the appearance of doing things the "right way".
Asked to relocate 1700 miles from where I live to a location where no one on my team works. I smell BS!
If WF has asked you to relocate, but your spouse does not want to, is WF offering assistance locating a new spouse as part of the relocation package? Thinking about trading up if this is a benefit that we are being offered...
For the people who were asked to relocate yesterday, how far is the distance from where you are now to where you've been asked to move?
Never had a bad review EVER. Top performer, awards, SME. Got my notice to relo to a 'market location' state for $13k and moving service or severance. I then learned they hired younger contractors to my team as FTEs. Don't give me a response that they don't discriminate. The people they hired have no clue what they are doing. They fumble through basic server issues and cannot troubleshoot their way out of paperbag. One of the contractors, now FTE, did not know how to tracert, nslookup, dns or even how to find an IP address of a server but he has the right zip code. He didn't know how or what regedit is, what it does but he's an OSE in Charlotte. The other was no better. Another low skilled, 'IT' cheap hire by WF. Karma...please God. KARMA
Never relocate for Wells Fargo. They can’t think far enough ahead. You may find yourself laid-off a year later in a strange town. It is up to them to decide what to do with you. Sit back and let them do the work. You will get paid and find another job.
@fex+13unRpEl - I think there will be a severance. As @rbm+13unRpEl says, the second bullet that was quoted from Saul's email is the key.
"Decide to accept relocation offer, ... "
"Or make a decision not to relocate ... " (the rest of that is the key on figuring out if severance will be available or not)
Not against a global workforce - but if they are hiring outside of US because they are trying to skirt the employees in the US, that's an issue.
May be there should be a law saying x% of the employees should be from the host country (in this case the US).
Shame on the fact that basically no exception can be made. I know some of my teammate has circumstances that will make relocation very difficult.
That can't be correct that if you don't relocate you are also denied severance.....
I love how more people are displaced in the Philipines than in the USA, that shows just how many roles we have down there.... shocking.
And it looks like if you choose not to relocate, you wan't get any severance neither. You'll be forced to quit.
Actually, i would like to see what the employment attorneys has to say about that. Quitting means you loose out on unemployment. In this case may be it is better getting fired or laid off.
I see class action lawsuit coming.