Has anyone that filed with the EEOC received a "Right to Sue" Letter? Did WF try to settle beforehand?
11 replies (most recent on top)
OP - you need the EEOC letter to sue. WF will spend a multiplier times what they actually pay out to settle with you. For example, they may spend $25000 to eventually settle with you (after you retain a lawyer and jump through hoops) for $6000. If you're going to do it, go all the way.
@yve+1b0x3M1N - Someone mentioned that you can check all of the boxes that you think apply to your situation and then let EEOC determine which ones really do.
@gch+1b0x3M1N - Yes, and some states also include family status in their definition of a protected class... https://mn.gov/mdhr/yourrights/who-is-protected/
@yve+1b0x3M1N - Per the EEOC website, here's is the link of discrimination by type:
https://www.eeoc.gov/discrimination-type
OP - Can you tell us the topic of the EEOC filing you submitted? I'm planning to submit some information to them as well and based on the prior post today ("Information is Power"), it would be nice to know who else is out here with similar complaints against the company, although I'm betting there are a number of them on various topics given all the shady sh!t they've been up to lately.
If they offer you ANYTHING for a settlement, then you have a legitimate case. Don't sign anything and get an attorney. These guys don't want to even pay hard working people severance and are using other tactics to force people out and call it "natural attrition".
Being POC it always works in our favors to get rich sue Wells for discrimination, racism and harrassment. One of many recent lawsuits:
In 2017, a federal judge approved Wells Fargo’s $35 million settlement with Black financial advisors .
@ucj+1b0x3M1N, Let me guess, and your firm can represent these people right? Those late night infomercials are way better then your sorry attempt to get some business on this website. Why can' you be a good dog and chase some ambulances....LOL
@apo+1b0x3M1N, You are mistaken and I hope others will respond to this thread. WF WILL try to settle, if there is a legitimate case; regardless of signed mutual Arbitration Agreement. Chances are they will come in with an insulting, low-ball offer. Typically, the Legal dept will have a cap on what they can approve, without getting a higher amount authorized. Some companies may be using an algorithm for their calculations which will have many assumptions factored into it (what it will cost the company if it goes to court versus settling out of court, risk of public exposure, etc). Since it's not yet in the "legal system" (as in filed in a court), they figure they have nothing to lose, by low-balling offers of settlement. If they are being unreasonable, walk away and file a claim with EEOC (this is time sensitive), and consider going through that process. If you ultimately get a right-sue-letter, by the EEOC, then get an employment law Atty (if you haven't already) and let the games begin. Also, the EEOC can pursue on your behalf too. You have many options. I applaud you for not just rolling over. It's not an easy decision.
@apo+1b0x3M1N, then why do you still work here?
Lol
Wells does not settle with deadweight fat that should have never been hired to begin with