For all of you posters who aren’t happy with the current situation please be aware that the EEOC route isn’t going to be fruitful. With all these other people losing jobs, they are inundated and likely accepting less then 1% of the complaints for further investigation and those investigations will take years to complete. Maybe we should band together and find a good attorney who will take it as a class action. My fear being, this class action would just land in the pile of all the other class actions the company is dealing with.
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ER investigations are sloppy and incomplete. They say That they interviewed people when they did not. They are all about checking boxes and closing cases without doing the work thoroughly enough to assess the risk. They then tell the senior leader the complaint is baseless. Meanwhile, if you bring in your own attorneys and they interview people and do the work the right way, they will be able to prove otherwise.
@1mq what did you go to ER about? The OP topic or something different? Are you saying there is an issue going to ER about concerns in general? Just a little confused and concerned at same time.
The ER investigator told management that they called individuals about my complaint, and found no problems. I know for a fact that ER never called them. ER fabricated the results, so they could close the case and move on. So senior management thinks there is no risk associated with my complaint, when in fact, the people who should have been called never were, and will collaborate my complaint. They will be called in the future.
I think the point that you are missing here is that a lot of us have filed complaints in the last year or less, and can prove they are using spans and layers as a reason to get rid of us, but can prove otherwise. MN and others executives better be Uber careful on who they select to bust down to an individual contributor and who they lay-off. My lawyers are all ready to come in, put people under oath and supeona emails, records, etc. they will request all of this information horizontally across the entire firm. Wells is sloppy. Also, eeoc is aware that there are multiple examples where accommodations were requested and they were ignored.
1dnb is correct, there is nothing illegal about what is happening.
We do not live in a country where employment is considered a right.
I've known people who worked for decades for a company and bought into all the "we're a family here" BS and had their hearts broken.
You work for you, don't work for a corporation. Give them your all if it's worth it but don't expect them to treat you well if it doesn't serve the shareholders.
Being laid off s—s. It really does. But the truth of that matter is that there is nothing illegal about being laid off. There is nothing illegal about a company rating employees on a bell curve. It all s—s, no doubt. But there is nothing illegal about it. You can absolutely make a EEOC complaint if you feel you’ve been discriminated against. But being laid off along with however other many people isn’t discrimination. It just s—s.
Your best fight, if you want to fight, is to fight for unemployment insurance if you’re terminated for cause versus being laid off. Hell, negotiate for it. Offer to sign a waiver in return to WF not fighting your unemployment claim.
Anything legal will take years to play out. Filing a complaint is not going to make WF pause on this process. Think about what you need to get by and get the next job.
I’ve been on both sides of this situation before. It s—s all around. Try to push through the s— and figure out what’s going to be best for you now, tomorrow, and beyond. If the company isn’t offering you a severance then unemployment is likely your best bet.
The company is laying off because they must cut expenses to prop up the stock. They are taking all necessary steps to make sure it looks like decisions are being made dispassionately. If you are let go you are better off putting your energy into finding your next job than fighting WF. This is not Chainsaw’s first rodeo. He knows how to cover his rear.
First of all, no one goes to the EEOC expecting them to sue. The point is you have to get the right to sue letter from the EEOC, so your private attorneys can sue. I know because I won big with a former employer.