Does anyone know if WF is targeting over 60 by rating them lower on the performance scale so they can walk them out the door and not pay severance? I am going through a situation where I was rated meets and then it was changed to a 2 within a week of August. I already had told them I was retiring at the end of the year and now it feels like they are going to walk me out the door. Did nothing wrong except have medical vulnerabilities in a sales job. That is why I am retiring. I know I can't risk my health for sales. I get it so I am retiring. I have been excluded from meetings and my State Executive will not talk to me. Old enough to know the signs. Just want to get to the end of the year for COBRA to carry me to Medicare.
23 replies (most recent on top)
this is horrible. im not sure how they can rate you and change it. once its signed that should be it. Maybe they went over it with u then changed it before you signed and finalized it? that is not supposed to happen. also, and this is for EVERYONE: nothing on ur should EVER come as a surprise. this is in our policy. Further, when you acknowledge ur evaluation, you need to always rebut it. before you sign it, even if u have to literally write it in (if on paper), you need to write something like the following:
(lets say they say u don’t consistently meet SLAs)
SLAs are vital to our team to meet guidelines and ensure issues are addressed timely. I make every effort to meet SLAs and have collaborated with my manager to prioritize my workload and diligently monitored all assignments accordingly. However, I was recently assigned additional tasks that were higher priorities. The completion of these tasks resulted in (insert benefit like monetary savings to the company or less QA findings). It was made clear by management that they expected this to be my focus. I will work toward meeting my SLAs going forward and understand their importance. (Add whatever you need to, to make ur case while explaining u understand and u care but find a way to say ur manager dumped stuff on u if thats what happened or that they never said it was an issue. being clear about your perspective and experience is important on these. then sign. dont think about making ur boss mad. did they care about giving u a 2? no)
@1dlw Thank you for helping set @1trh straight.
The lack of reading comprehension and brain cells are staggering.
@1trh Just try to plug an unapproved peripheral into your work laptop. You'll be flagged faster than you can say "I'm so stupid." I know two people who were caught.. one written up and the other terminated (based on type of peripheral).
It's clearly stated in WF material that you are NOT allowed to attach unapproved devices to your computer (** RISK!!! **).
Please, grab a net and catch a clue. Or maybe a pink slip.
And stop misinforming others on this site.
- You'll need admin access to install if the USB port is even enabled.
- Whatever you connect to your device is logged and audited.
If you want to get yourself fired, that's one thing, but don't try to get others in trouble.
Don’t laugh, but you should speak with HR. File a complaint now before this goes any further. This sounds like age-ist c-ap to me.
@waa, don't bother with HR. They don't care about your rating! All they care about is an issue that may make the headlines!
In this case, they will always be on the manager's side. Don't waste your time. You will be blacklisted forever. Mark my words.
"The company knows your only recourse is taking photos of computer screens – a painstaking process with blurry, low quality results."
Incorrect.. I can record my laptop screen and anything on it all day long with my HDMI capture card. Undetectable.
https://www.amazon.com/gp/product/B07M5ZJSMS/ref=ppx_yo_dt_b_search_asin_title?ie=UTF8&psc=1
@dqd "Send a copy to your manager and your home email address as well."?
Clearly you haven't paid attention to your annual training and haven't tried to email anything to your personal email lately, only to find you can't open it.
Securely emailed or not, you are BLOCKED from opening emails you send to external, personal email address (with or without attachments). Zero access.
The company knows your only recourse is taking photos of computer screens – a painstaking process with blurry, low quality results.
WF holds the cards. Very few ever win anytging in lawsuits.
Make no mistake about it, you are skréwed.
Hmmm. Sounds similar to my situation. In my case, I was given a 2 based on untrue feedback during my performance review meeting. After I presented information to my manager to refute it, she rewrote her feedback to describe a different inconsistency. I am taking this to HR but don't have much hope that my rating will change.
@wxr, I hope you are similarly disrespected in about 20 years. You know what they say about karma.
As we say in data, two is a pattern. If enough employees over a certain age can connect and establish this pattern and then lawyer up, a smart employment law attorney can go after them. Take photos of all documents and emails etc and keep them at home and backed up. It looks like now is the time to start documenting.
I would also confront your manager and HR directly in writing asking why the downgrade happened. If you are really bold and already have a lawyer, or a friend who is a lawyer, copy them on the email.
I would think HR counts on no one talking and routinely spits out misinformation. We have a well documented history of being dishonest to our customers, so why not our own people? Better yet, outsource it to India to do the dirty work.
I’d put in my retirement papers now since it’s three months to year end when you said you want to retire. You have to submit stuff in advance anyhow.
To the person who wrote: "There is no way that they would “target” people over 60, at least on a programmatic level. Individuals may have unprovable biases, but the big banks would never....I emphasize never...do such a thing in this regulatory environment."
This is a false sense of what the Fed and OCC do. The role of the OCC and Fed is to protect the taxpayer from losses caused by the bank/holding company business. They are safety and soundness regulators. They supervise risks. They look at decisions made by executives with regards to whether they meet laws and regs that apply to the financial institution (the USC and CFR stuff). They will not do anything to help individual employees. And they will not get involved in a day-to-day management decision, which is what this is unless it is something that clearly flies in the face of existing legal actions or Formal Agreements among the regulators and WF (e.g. WF decides to allow previous banned, former exec on the Board of Directors).
The issue with the fake accounts was systemic. How many employees that were shown the door at that time that were innocent employees doing what they were told to do were contacted directly by the Fed and OCC and helped to rectify the matter - get their job back or help get compensated for getting caught up in the executive games? Zero or close to it. OCC and Fed were out to address the systemic corporate culture and serious legal issues, and to penalize (finally) individual-most-senior execs that were responsible. But that a–hole manager you know that was part of this is still there, sliding through, never held accountable. And even of OCC or Fed were notified at the time, they will do nothing.
So, unfortunately, do not rely upon or expect the OCC or Fed to do anything for the individual employee. If it turns out down the road a determination is made by OCC and/or Fed that in this employee reduction campaign they systematically did something against a law, and it has serious financial or reputational impacts, then at a higher level of execs there could be fines, claw backs, and another Formal Agreement. But none of that will help the individual employee.
I’m sorry you are going thru this.
Note to all, NEVER EVER mention your plans to retire or leave, not to your manager or your coworkers. Not in conversation or general nice discussions. I don’t care how long you have known (5, 10, 15, 20 years) your manager or coworkers and feel comfortable talking about your dreams and future. It puts you at risk and puts a target on your back. Never mention your medical issues either. Stay quiet but always have a plan. Research and inform yourself by reading and knowing every single benefit you are entitled to. Knowledge is power. Never put yourself in a situation where you could be the first lamb to the slaughter.
Since the cat is out of the bag about wanting to retire, and now you received a 2 or needs improvement rating, you need to contest it. Start drafting an addendum or rebuttal and quantify and qualify your response. I don’t know what you did in sales, or what LOB, but here’s a generic example.
“Quarter 1, 40% increase in new account openings with $123 MM assets under management. Of 100 client meetings, 75 new account openings. In flight customer book of business is XYZ and 123. Lead programs for XYZ for city/region with 12 sales associates. 22 referrals to Mortgage, 36 referrals to WFA, 19 referrals to WIM.”
Remember to quantify (numbers/percentages) and qualify (factual statements) based on your performance goals or group goals. Explain why you are opposing the rating and what it should be, and what was not accounted for or given thought to by your manager. Open your calendar and print the entire thing in PDF and save it. On your calendar you will find every meeting you ever schedule with a client and you will also find every meeting with staff and your leadership. Tally those up to.
Submit that addendum/rebuttal to ER/HR, your ER/HR Advisor or whoever you are supposed to submit it to with your EID, name of document and period of review. Send a copy to your manager and your home email address as well.
This goes for anyone that received an unfair rating and performance review. Act now. Start a digital paper trail. This is for your benefit and protection now and later.
Based on your years of service you will know what your Severance Package will be, plus 60 day notice. This can be found in the Benefits Book SPD on Teamworks. You will have medical/dental/vision and all benefits during your severance and separation period. From there do the math of what the gap of Insurance will be. Either enroll now on your spouse/partner’s insurance with their employer, or they can submit a change of life form later next year to add you. COBRA does not come cheap. It is usually 80% higher than what you pay today. It’s best to search for insurance thru healthcare.gov and get a plan that will hold you over until you file for SS Retirement. Medicare eligibility is age 65. So is your spouse/partner can carry you on their plan until 65 that is great. But do your research.
In this time of layoffs, you won’t be able to prove age discrimination because they will look at all of WF meaning all 273000 employees and determine what ages are being let go. Based on the total count the percentage will be deemed acceptable.
Now for your review. Why didn’t you challenge it? File a complaint do something specially if you are retiring as you really had nothing to lose.
This is a for profit company period. You are a employee number to them. Nothing else. The sooner we all start thinking this way the better. Protect yourself.
Fight the evaluation.
I'm in a similar situation.
To other respondents, we're talking about being set up w/fabricated low performance rating in order to be TERMINATED for just cause (NOT getting displaced).
It's a disgusting, cost-saving strategy.
They know how to skirt the line to avoid breaking tha law.
There is no way that they would “target” people over 60, at least on a programmatic level. Individuals may have unprovable biases, but the big banks would never....I emphasize never...do such a thing in this regulatory environment.
You will be fine. If you haven't been laid off yet, and assuming you are laid off tomorrow, you'll be paid until almost the end of November! What I bet happened is because they know you want to retire, they rated you an inconsistently meets to save having to rate someone else at that level.
Long story short, if you're laid off soon, consider it a blessing: 60 more days of pay before severance kicks in. Severance = 2 weeks per year of employment, assuming you have over four years. You'll retire on time!
Good... My boss is a 60+ year old lifer here with over 20 years here... Good riddance... I know more in ICS who are in the same bucket (over 60+ years old with over 20 years)...
It is very hard to prove age discrimination. Although laws exist, the application of HR policies when it comes to what Scharf and Co and doing are really not part of the law. So it takes a court (money and a long time) to determine if one was discriminated against, ergo, was the e,[;oyer violating the law. The internal policies are written by the very people who execute them against the staff and they are written with the messaging of protecting staff, but when it comes to use of them by the staff, staff realizes they are worthless and were created to walk the fine line of having something in place to meet regs/laws but having something that has no valuable use. Thus, execs write this c-ap to protect themselves becasue they get compensated for executing corporate edicts which include walking people out the front door.
If you want to go the litigation route, consider this: effectively, WF has unlimited resources to fight the battles and employees or former employees do not. And a class action lawsuit - if 'won' - generally provides a win for the plaintiffs but you get nothing (a moral win, not a financial win - except for the attorneys).
I would write a nice recommendation letter for yourself, have current boss sign it. And do before you leave. If you leave by choice, you have time to do. If you expect to get the phone call, I would do 20 minutes ago. Even if you retire, always nice to have the letter to fall back upon if needed.
You would be given 60 day notice period as an employee. So if you were laid off today it would bring you to end of November. 0-4 years gets 8 weeks severance and every year after that an additional 2 weeks. Hope this gets you until the end of year! God speed!
Ugh I don't know if it's true but nothing would surprise me. That sounds awful, I'm so sorry. Glad you are taking care of your health.
All my best to you ❤️