New HR Task Force making calls

I am currently on High Risk leave from my location and recieved a call from someone from HR who said they were part of a task force and then all but said they are trying to get those using that time key "back to work." They mentioned two options, going back into the branch (touting "all of the precautions" Wells is taking to "protect" employees) or alternatively accepting a work assignment from the WorkShare program, with the "goal of returning you to your position" after the assignment is over.

I noticed the particular language they kept using "goal" and "your position." I smelled a trap so I asked if that meant returning me to my current branch and position or the old "within 50 miles" of my current location.

The rep seemed flustered and did ultimately confirm after some pressing that choosing to accept the assignment to WorkShare would indeed result in my job/location protection status i have via the current High Risk coding going away. I asked if Wells was going to eliminate the High Risk code in the near future and the rep said they had no information. I then stated that based on the fact I had been granted the ability to use this code, and that it protected my job, I would not be interested in accepting a WorkShare assignment. So until they decide to make it either take an assignment or go back to work (which would be interesting for future lawsuits) they can "notate" that I was not interested in accepting a work from home assignment

It really seems to me they want people to accept these so they can give up that protected status, and then when that temporary assignment is over they can force you to reapply, ultimately hoping there won't be positions available and they ultimately end up laying you off without having to be on the hook for unemployment. The way the HR rep was wording it made it seem like they were intentionally being cagey too. So be on the look out if you get any phone calls from this "Task Force"

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Gurl Bye

Sounds like reasonable accommodations were made. If I were OP, I would be sending out my resume. The free ride is just about over. If they were going to give you work and you wouldn't have to go to the branch, you are selfish and inconsiderate to other WF employees who continue to do more with less in a soul-crushing work environment.

I believe "high risk leave" is for in-person jobs, where the employee is high risk for Covid. People with lung disease, for example. If you're a teller and are high risk, and can't work at home, they are letting you take paid leave. I think employees should have to accept an at home assignment if it's available. Why would you think you shouldn't have to work if you are safely at home?

"On the hook for unemployment"

That's not how unemployment works. Everything else you said must now must be disregarded and considered discredited.

During COVID Wells has high risk leave. High risk people are either older, have issues breathing like asthma, or some known pre existing condition that would cause them to catch COVID at a higher risk category. I would have gone back to work if I were OP.

What is the area code that the HR call came from?

Unless you have a written contractual agreement with WF spelling out exactly what "High Risk" leave is and that it states that it protects your job and for how long, FMLA is the only leave that will protect your job and it is not indefinite. By the way, if WF offered you a position and you said no it could result in you being ineligible for unemployment. Personally, I have never heard of a "High Risk" leave with job protection.

Smells fishy. What the heck is a “high risk leave” and why does it protect you from being laid off? If this is not FMLA then there is no job protection and Wells should let you go unless they want to keep pouring money in the trash can by paying you for doing nothing.

WF has been more than gracious. Time to let you go. Hope you’ve been thinking ahead and are ready to look.

FMLA is the only type of leave that protects your job. I don’t know what high risk leave is, but if it is not under FMLA umbrella you have no actual protection, it’s most likely just a temporary courtesy.

If you were offered an alternative that you declined, I’m not sure you’d have much standing to sue the bank for ?????

Thread regarding Wells Fargo & Co. layoffs

New HR Task Force making calls

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