As we all know, there is a lot of unethical conduct in this organization. Has anyone had luck with successfully negotiating yourself out? If yes, then how did you do it?
14 replies (most recent on top)
@1zuw Agree 100%. All this lawyer up stuff is nonsense, especially for folks arguing how great their performance reviews have been. Performance is only one factor being considered. If there are 15 people in your group with the same title, but two of them are well above MRP... it's unlikely to matter how great their performance reviews have been. If laying those two off means the leader can keep another FTE someplace else in their org, what do you think they are going to do?
One of the reasons these layoffs take so long is the analysis involved to reduce legal risk. So unless you can demonstrate a pattern of abuse or discrimination from well before the time you got laid off, your time is better spent networking and updating your resume. Not stockpiling old performance reviews and blowing money on lawyers.
As someone else mentioned, you should definitely print out and save copies of your prior performance reviews now. Because once you’re displaced, your performance reviews will not be accessible to you via Teamworks at Home. HR doesn’t want you to have them as evidence and they will, without a doubt, alter them if need be, to work to their benefit in legal proceedings.
The WF HR/ER/ “ethics” group are the most corrupt and unlawful group in the entire organization.
No, there’s no negotiation
Uhhh, WF executives have been telling the media, employees and everyone else that will listen that there will be significant downsizing over the next 2 years. There's nothing "sneaky" about it. Go ahead and lawyer up, in the vast majory of cases it will do nothing but cost you lawyer fees. I know this is new information for some people, but a company can downsize you no matter what your annual review says and there's nothing illegal about that. There's also nothing illegal about shifting your base of operations to other parts of the country. My group is impacted by layoffs and it s—s. It s—s hard, but a lawyer isn't going to fix anything in most cases.
yes.
sign nothing and hire an attorney.
wells is firing anybody and everybody based on a lottery weighing system (high cost of living areas are high on cut list [california] + current salary> 80k + acutal benefits cost to company (insurance and claims) +etc)
BUT if you are a bank corporate attorney or executive with > 5 years of service and your number is called, Wells Fargo is super careful ... they typically give a few months adminstrative leave, and then when thats up, they pay the bi-monthly severance.
Lesson here - the bank doesnt want any legal heat or public awareness, they gonna lay people off real quiet like and keep out of the warn notice layoff limits (small daily geographically diverse layoffs wont produce a warn notice, so its like the layoff never happened).
Lawyers s— yadda yadda yadda...until you need one. This is one of those times.
Any bank employee reading this - you would be well served to have identified a few lawyers in your area who take employment law cases and be ready to call them when your number is drawn.
You should also consider getting a copy of your personnel file and performance reviews.
Also know that legal insurance offered at the bank won't cover an employment lawyer fees.
If a group of 200 or so , Im in IT so using IT as an example and the highest level mgr knows he has to remove 20 of us, and many have been there for years , and theres a lot of buddy buddy within the teams, why would anyone involved in the decision really care if someone volunteered. As long as it wasn't blabbed around everywhere and was hush hushed than the mgrs have to tell 1 less person who really wants to stay or has to stay. I was recently called back for a third interview at a different company but put them on hold. I would like to try to time it , get the WARN , then severance than start second day after severance starts at this new gig. Will they inform as to each group they are looking and the timeframe for the group? seems like that would be most transparent.
Not sure of your motivation here. Like, do you have another offer, as other folks here are assuming, and want to double dip. If so, good luck with that.
Regardless, it's not a NEGOTIATION. Negotiation only works when both parties have something to give. They can lay off whoever they want, based on salary, performance etc. – so what's in it for them in picking you, and opening those floodgates to rando people yelling "pick me!"?
The only time I've ever heard of an employee asking to be laid off, and getting it, is someone who had a close friendship with their boss, and a good story for why they want to take time off. Maybe they had a new kid at home, or a sick parent. (And everyone knew the situation already.) Also they had been at the bank for more than a decade so honestly... they were probably very highly comped and might have wound up on the list anyway.
In general, the corporate position is that you can't request layoff and generally... they stick pretty consistently to that.
In a word, NO!
Why would a company negotiate to give someone more when they depart? We can’t negotiate our annual benefits, PTO, or 401k when we are employed and providing a benefit for the company, so why would a company choose to give more than stated when kicking someone out the door?
@qch+19dVYhVN - I agree with you. Find an atty that will take a percentage so you won't be out anything. After they review your case, they won't take it on, if they think you don't have a chance. Plus, the more they negotiate for you, the more money they make.
@twy+19dVYhVN, loser, bunch of criminals working in this company, even Feds had to step in to police this joint. SHould become a State Penatentary and life in prison.
I doubt this place will negotiate, they won't even give a homeless person a $1
Let your Atty handle it. If you have something for leverage then they'll work that angle. If negotiation doesn't work then you still have options (potential layoff / displacement) while you continue looking for another job. If it's blatant misconduct or violations of laws, chances are they will want to settle to get you out.
Nailed it
How can your ethics be so offended by company practices that you must leave...and yet you won't leave unless they give you a bunch of money? Sounds like your ethics are entirely dependent on whether or not you obtain personal financial gain in exchange for no work...which sounds decidedly similar to the kinds of practices you claim to be offended by. Fascinating...